Agata Austen

Purpose: The study aims to (1) develop a conceptual framework for HRM effectiveness (HRME) by analyzing recurring patterns found in measurement items used in prior empirical quantitative research and (2) translate this framework into a maturity model. Design/methodology/approach: The study combines a systematic literature review with content analysis of 468 measurement items from 39 articles to develop a theoretical HRME framework grounded in both empirical findings and broader HRM literature. The maturity model was derived through item synthesis and refined with input from experts. Findings: The study develops a conceptual framework of HRME based on four dimensions (content, process, actors and outcomes) structured across 14 levels. Combined with expert input it forms the basis of a preliminary maturity model consisting of 41 evaluation criteria. Practical implications: The maturity model helps organizations pinpoint where and why HRM is (in)effective, thereby supporting holistic improvements. It enables practitioners to identify not only isolated weaknesses but also misalignments across dimensions and levels. Originality/value: We are the first to integrate the four foundational dimensions of HRM into a single, 14-level conceptual and diagnostic evaluation framework. This framework extends the HRM-CPO model by adding a multilevel perspective and incorporating the actor dimension. The resulting maturity model broadens the classic HR performance-management cycle, enabling organizations to verify whether HR actors fulfil their responsibilities. It shifts widely used strategic PM approaches from merely reporting what was achieved to explaining where and why HRM proves (in)effective and forces coordinated and systematic adjustments in HRM to achieve its effectiveness.

This study aims to examine the structure of Green Human Resource Management (GHRM) within the manufacturing industry research field and identify future research directions in this area as GHRM increasingly gains scholarly attention. This study utilised a comprehensive three-step approach. Initially, Scopus was selected as the primary database for its extensive coverage, followed by applying a targeted search strategy to gather literature on GHRM in the manufacturing sector, yielding 117 relevant articles. The analysis was twofold: a performance analysis to assess the impact and role of research elements within the field and a co-words analysis for mapping scientific relationships and trends in GHRM, using tools like VosViewer and MS Excel for visualisation. This methodology enabled a detailed exploration of the GHRM landscape, focusing on established research and emerging trends. The findings indicate a growing interest in GHRM in manufacturing since 2020, yet the total volume of publications remains relatively modest. The research identified four main clusters of focus: the integration of sustainability in business practices, the effects of environmental management behaviours on organisational performance, the role of sustainability in enhancing competitive advantage and sustainable development, and the formation of conceptual and strategic frameworks for sustainable practices. Notably, emerging research areas from 2021 to 2023 encompass digital challenges related to Big Data and digital transformation, the interplay of organisational learning and knowledge management in green management, and the influence of employee engagement on GHRM. This paper contributes to the field by mapping out the current state and evolution of GHRM within the manufacturing sector, highlighting both established and emerging areas of interest. It provides a comprehensive overview of how sustainability is integrated into business operations and impacts organisational performance and competitive advantage. The study offers some implications for practitioners in the manufacturing industry by identifying key areas of focus for implementing and enhancing GHRM practices. It underscores the importance of digital transformation, organisational learning, and employee engagement in the successful adoption of green management practices.

Purpose: This paper aims to examine the longitudinal relationships between the intensity of remote work (IRW) and job performance (JP) with the mediation effect of work–life balance (WLB) and moderation by work overload (WO). Design/methodology/approach: A three-wave longitudinal survey, covering pre-pandemic period, the pandemic itself and the post-pandemic period, was conducted among 291 employees. The authors applied linear regression analysis with a moderated mediation effect and the cross-lagged structural equation model with longitudinal mediation using Mplus 8. Findings: The results show that relationships between IRW and WLB and WLB and JP are negative in the short term; yet over time, employees are able to adapt and benefit from the flexibility offered by remote work (RW). WLB can contribute to better JP in the long run. Furthermore, WLB plays a moderating role in the long-term relationship between RW and JP. There is the second-stage negative moderation effect on this relationship by WO. Practical implications: This study recommends a proactive approach toward flexible solutions for employees. It explains that the positive effects of IRW for WLB and JP appear in the longer perspective. Support from organizations to mitigate negative short-term effects is required. Organizations can leverage the mediating role of WLB between IRW and JP in the long term by providing resources and support to help employees achieve WLB in RW settings. Originality/value: This study extends the research on the antecedents of JP of employees and enriches the extant literature that shows inconsistent findings in terms of the relationships among RW, WLB and JP. It also focuses on the rarely explored intensity of RW. It fills the gap in previous research using a longitudinal research approach. The longitudinal data provide unique and innovative insights into the antecedents of JP of employees and explain complex relationships between them in both the short and long term.

The study analyses, the perception of the European City of Science (ECS) initiative planned event in Katowice in the context of the city and region's development in the eyes of private companies. It has been argued that this honour may change the city's prestige and become the source of the city and the region's development, not only through building the city's recognisable brand but also its social capital. Using focus research as a method enables not only to collect empirical data but can also be treated as a form of public participation. The study results contribute to the growing body of literature on public engagement and co‐creation as well as place branding. The study's findings show the companies' expectations concerning the role of universities and their participation in the region's development. They were the foundation for preparing a set of suggestions for local governments to successfully implement the ECS initiative. This paper is the first to examine the process of preparing a city to become an ECS, as demonstrated through the case study of Katowice.

Purpose: As a rule, common courts are hermetic organizations, separated from their stakeholders by procedures based on legal provisions. For these reasons, they are often perceived as unreliable and non-transparent, and as such, they do not inspire trust among stakeholders. The authors posit that the court’s community involvement may lead to the increased accountability and legitimacy of courts, which should in turn result in jurisprudence benefits. This paper discusses the concept of community involvement of courts, demonstrates how this idea may be implemented and explains its benefits for courts. Design/methodology/approach: The results of an action research study undertaken between June 2013 and March 2018 at the Regional Court in Gdansk (Poland) are discussed. Findings: The results highlight factors underlying the implementation of the idea of community involvement, as well as the areas in which courts take these actions, and explain how it influences their accountability and legitimacy. This research describes the interests of different stakeholders and proposes a range of actions that may be taken by courts while cooperating with stakeholders to achieve the aims of community involvement. It also proposes a set of steps that enable courts to implement the idea of community involvement. Originality/value: This paper develops the idea of the community involvement of courts, which may be used as an operating rule for public institutions to increase their legitimacy and accountability and explain its introduction in the context of courts. It offers a universal framework for the community involvement of courts that can be used in the context of any court in both the continental and Anglo-Saxon systems.

Background. In the recent past, many studies were devoted to the relationship between High-Performance Human Resource Practices and different types of employee outcomes. Through these studies, it has been shown that High-Performance Human Resource Practices are related to desirable employee outcomes and for this reason the interest in the topic has intensified. Yet the way in which High-Performance Human Resource Practices produce expected performance has not been explained in a satisfactory way. Research aims. The article aspires to analyze the concept of High-Performance Human Resource Practices (HPHRPs) through the lenses of Ability–Motivation–Opportunity (AMO) taxonomy, and to examine the interrelations between these categories of practices, as well as to discuss their impact on employee performance. Methodology. The article applies literature review in the HPHRPs and AMO literature focusing on its outcomes in terms of employee ability, motivation, and opportunity, while applying the idea of the internalization process of HR activities. Findings. HPHRPs were reviewed through the perspective of the AMO taxonomy. The extended view on relationships between HPHRPs is provided through the intended, actual and experienced internalization levels. JEL Codes: J24, M12.

Human Resources Management Effectiveness from a Multilevel Perspective

Although all types of public collaborative networks are aimed towards taking joint actions, relations between partner organizations are not always so explicit. Referring to the dialectic approach, it may be concluded that a number of tensions are identifiable in networks, among them tension between cooperation and competition. Understanding the tensions that exist in inter-organizational networks is vital for a proper comprehension of networks, as continuous efforts to meet multiple, divergent demands should bring about long–term sustainability. To examine the phenomena of cooperation and competition in interorganizational networks, a quantitative study on local partnerships among Social Welfare Centers and other public institutions and non-profit institutions was conducted. Using a multi-level perspective, the research introduces orientation towards both cooperation and competition at different levels of analysis and examines the tensions between them. The results of this research show that there is a mutual influence of orientation towards competition/cooperation, both at the individual level and the network level, and that there is a mutual influence of the reconciliation of the contradictions between orientation towards cooperation and orientation towards competition both at the individual level and the network level.