Purpose – The study aims to examine the digital competence of young employees (under 30 years of age) who graduated from the technical university. Self-assessment of selected digital competencies was examined along with the determination of a self-efficacy level in the area of using digital competencies.
Design/methodology/approach – Quantitative research was conducted using the computer-assisted web interview method on a sample of 4532 respondents.
Findings – Young employees’ self-assessment of digital competencies and self-efficacy in the area of using them is high, and it can be assumed that they perceive themselves as digitally competent. Both digital self-efficacy and assessed digital competencies have a positive impact on satisfaction with the university.
Research limitations/implications – The research sample consisted only of employees who graduated from the technical university, but the results may provide feedback on the demand for digital competencies sought in the labor market and constitute valuable information useful in university curriculum development and in vocational education and training.
Originality/value – This is the first study that focuses on the Kozanoglu and Abedin approach to the concept of digital literacy in the context of research on self-assessment and self-efficacy in using digital competencies among technical university graduates, adapting the creative self-efficacy scale by Tierney and Farmer, for measuring digital self-efficacy.
Highlights/value
(1) Young employees’ digital competencies self-assessment is high.
(2) Young employees’ self-efficacy of using digital competencies is high.
(3) Graduating from a DT-focused department has a positive impact on satisfaction.
(4) Digital self-efficacy has a positive impact on satisfaction with the university.
(5) Assessed digital competencies have a positive impact on satisfaction.

Purpose – The article aims to determine the implementation extent of the regulations around appointment and characteristics of audit committees and regulations concerning disclosure of information about the audit committee in Polish practice.
Design/methodology/approach – The author analyzed the informative content of management reports and corporate governance statements. The survey covered all domestic companies listed on the Warsaw Stock Exchange in the years from 2017 to 2021.
Findings – The new guidelines resulting from hard law had a significant impact on the corporate governance on the Polish capital market. According to the research results, over the analyzed years, the share of companies listed on the Warsaw Stock Exchange, which appointed an audit committee within the supervisory board, clearly increased. Moreover, the research found that in the period under study, not all companies fulfilled the obligation to disclose information about the audit committee resulting from hard law. In particular, this applies to disclosures on how the members of the audit committee acquired competencies in the area of accounting.
Practical implications – The article concerns the operation of the audit committee in public companies listed on the Polish capital market.The study can serve as a reference point for further research on corporate governance. The results of the research may be an indication for those who create legal solutions in the area of corporate governance.
Originality/value – This is the first such comprehensive study on the characteristics of the audit committee and disclosures about the audit committee resulting from the introduction of hard law in this area.

Purpose – The study sought to fit managerial competencies in the metatraits of the Circumplex Personality Metatraits Model (CPM) by Strus, Cieciuch and Rowinski (2014). The authors assumed that managerial competencies would be located in the sector of personality metatraits, specifically, the plus poles: Integration (Gamma-Plus) through Stability (Alpha-Plus) and Self-restraint (Delta-Plus) to Plasticity (Beta-Plus).
Design/methodology/approach – A group of 327 managers took part in this study. Managerial competencies related to social skills, problem-solving, management and goal striving, openness to change and employee development were evaluated via the assessment center (AC).
Findings – The results revealed a negative relationship between all managerial competencies and negative metatraits of Disharmony (Gamma-Minus) and Passiveness (Beta-Minus). On the other hand, Integration (Gamma-Plus) and Plasticity (Beta-Plus) appeared to be positively related to two competencies only: openness to change and problem-solving.
Originality/value – All managerial competencies fitted well in the CPM pattern with adequate degrees of fit. The discussion indicates the role of managerial competencies and personality assessment in the selection process.

Purpose –This paper aims to investigate the interplay between international migration, soft skills and job and life satisfaction after returns.

Design/methodology/approach – The paper uses the dataset of Human Capital in Poland 2010–2014 representative surveys with 4040 return migrants, who worked temporarily abroad and returned to an origin in comparison with almost 70,000 stayers, who never worked abroad. In this study, Poland is treated as a strategic research site for the labor migration processes, which happened after the biggest European Union enlargement in 2004.

Findings – This study discovered that working abroad had a positive relation with cognitive, intrapersonal and interpersonal competencies, as well as job and life satisfaction. However, the relations differ depending on the key destination country.

Practical implications – This study discusses the implications for future research and practice, offering recommendations to organizations on how to embed employees with these resources in companies and how to support return migrants and their potential employers with the use of migratory informal human capital in personnel management and counseling.

Originality/value – This paper brings quantitative arguments about the hidden impacts of international migration on human capital by uniquely comparing the migrant population with the non-migrant population.

Purpose: This study aims to verify the quality of the teacher competency inventory as a pedagogical competencies measure of teachers in higher education institutions.

Design methodology: The development and testing of the teacher competency inventory covered three phases: (1) item generation, (2) dimension identification and data reduction (factor analysis), and (3) scale evaluation. The current study tests its construct validity, using an independent samples t-test, variance analysis, and Anova in two different environments.

Findings: Results indicate that the inventory measures unitary constructs and provide its predictive capacity. The developed instrument measures levels of future-oriented pedagogical competencies with comparable reliability and validity.

Practical implications: Teacher competency inventory may be applied to teachers’ recruitment, selection, development, and performance evaluation with the goal to identify current and required levels of competencies. The inventory allows one to compare teacher competencies with the expected competency profile. Possible differences may indicate deficits or overruns in relation to the expected profile.

Originality: Teacher competency inventory is a meaningful tool to improve human resource practices – including recruitment, selection, and teacher performance monitoring – and to indicate the current and required level of competencies. The identified competency gap can help plan teacher development to increase job performance.

Purpose: The main aim of the study is the analysis of the awareness of competency needs in businesses in relation to the development of Industry 4.0 and the possibility of meeting those needs within business cooperation networks.

Methodology: We formed a model of competency needs for companies operating as part of Industry 4.0 in Poland, considering the needs of managers and other staff members. The model was then employed in empirical studies. The pilot empirical study was conducted using two methods: a quantitative CAWI method, which covered 81 companies from the metal processing and machine industry in Podlaskie Voivodship, and a qualitative IDI on a sample of 25 organizations.

Findings: Manufacturing companies are not fully aware of the competency needs related to Industry 4.0, covered by the established model. Moreover, we found that the most strongly felt competency needs – both by managers and other employees – may not be met within the business cooperation network. In order to satisfy these needs, partners must be found outside the studied network. The business cooperation network that we studied may only satisfy the less noticeable competency needs.

Implications: The developed competency model should be studied and further verified, including testing with a larger sample of companies, specifying the behavioral competency gaps related to Industry 4.0, their filling in using formal education systems, lifelong education, internships, and apprenticeships. The need for further research is dictated by the intensity of processes occurring within the Fourth Industrial Revolution.

Value: The pilot nature of the study and its limited sample do not undermine its contribution to the body of knowledge as it confirms that the competencies of managers and other staff members are one of the key determinants of successful implementation of the Industry 4.0 concept in Poland.

Purpose: The aim of this paper is to present the results of a survey conducted among managers (N=38) in the framework of the project “Development of the Bounded Leadership Theory”. The research juxtaposes two types of variables: (1) leadership competencies outlined in Kozminski’s theory (i.e. anticipatory, visionary, value-creating, mobilizing, self-reflection) with (2) three psychological predispositions of leaders, such as intelligence, personality and ability to influence others. The tested predispositions represented three groups: non-variable traits, or permanent characteristics (intelligence), partially variable characteristics (personality) and variable characteristics (influence tactics).

Methodology: A total of 38 middle and senior managers, students of the MBA programme at Kozminski University, took part in the survey. Participants flled out a preliminary version of the Leadership Competence Questionnaire, as well as tests pertaining to intelligence, personality and influence tactics. The hypotheses were tested using Spearman’s rho correlation. The research has brought interesting results relating to the correlation between the fve tested competencies and leadership predispositions.

Findings: Permanent and partly stable characteristics do not correlate with leadership competencies, i.e. a high score in leadership competencies is not necessarily synonymous with high intelligence levels or positive personality traits. Correlations have been observed between mobilization skills and influence tactics in the surveyed sample, i.e. legitimacy and personal appeals that leaders have recourse to and, in the case of value-creating competencies, an interesting correlation with legitimacy.

Originality: The study constitutes an important contribution to the extant literature, as – first and foremost – it represents a new approach to the understanding of leadership competencies. Secondly, it reveals correlations between complex skills, i.e. competencies, and permanent, relatively permanent and variable characteristics of contemporary leaders. Thirdly, it is the starting point for further research on leadership competencies.

Purpose: The research objective was to examine to what extent line manager competencies are
linked to intelligence, and more specifically, three types of intelligence: analytical (fluid), practical
and emotional.

Methodology: The research was carried out with line managers (N=98) who took part in 12 Assessment
Centre sessions and completed tests measuring analytical, practical and emotional intelligence.
The adopted hypotheses were tested using a multiple regression. In the regression model, the
dependent variable was a managerial competency (management and striving for results, social
skills, openness to change, problem solving, employee development) and the explanatory variables
were the three types of intelligence. Five models, each for a separate management competency,
were tested in this way.

Findings: In the study, it was hypothesized that practical intelligence relates to procedural tacit
knowledge and is the strongest indicator of managerial competency. Analysis of the study results
testing this hypothesis indicated that practical intelligence largely accounts for the level of competency
used in managerial work (from 21% to 38%). The study findings suggest that practical intelligence
is a better indicator of managerial competencies among line managers than traditionally
measured IQ or emotional intelligence.

Originality: This research fills an important gap in the literature on the subject, indicating the
links between major contemporary selection indicators (i.e., analytical, practical and emotional
intelligence) and managerial competencies presented in realistic work simulations measured using
the Assessment Centre process.

Purpose: The article concerns the contemporary approach to employees in organizations, and the research question is whether strategic thinking about employees is a possibility or necessity of the contemporary organization.

Methodology: Literature research was the basis for the deliberations and proposals, which were analyzed using several empirical studies conducted by Polish and international research centers.

Results: The presented discussion suggests that contemporary organizations should think strategically about their employees if they want to succeed. But this approach cannot be limited only to investing in employee competencies, but should also take into consideration building a working environment that ensures the success of both the organization and the worker.

Originality: The article suggests the necessity of a strategic approach regarding employees in the contemporary business world. At the same time it indicates that organizations cannot treat employees only with the organizational profits in mind. In strategic thinking about employees there must also be room for other benefits, such as the success of an employee.

Cel: celem artykułu jest przedstawienie problematyki misji przedsiębiorstwa i związany
z nią problem przywództwa.

Metodologia: badania literatury przedmiotu zarówno zagranicznej, jak i krajowej. Analiza literatury wskazała na fakt, że firmy często wkładają większy wysiłek w sformułowanie
misji aniżeli w jej rozpowszechnianie lub uzyskanie poparcia dla niej wśród pracowników. Następnie przedstawiono wyniki przeprowadzonych ankiet i dyskusji panelowej.

Ograniczenia badawcze: ograniczeniem tych wniosków może być pilotażowy aspekt tych badań.

Wnioski: badania ankietowe oraz dyskusja panelowa opisane w artykule potwierdziły
zasadność tezy dotyczącej skupienia się firm na samym sformułowaniu misji. Wykazały też konieczność formułowania misji przedsiębiorstw w sposób klarowny i wspólny dla wszystkich pracowników.

Oryginalność: w Polsce brakuje badań na temat misji przedsiębiorstwa. Niniejszy artykuł
potwierdza też istotną rolę przywódcy w sformułowaniu misji i potrzebę dogłębniej
analizy empirycznej wynikającą z wysokich wobec niego oczekiwań stawianych obecnie ze strony społeczeństwa.