Anna Wziątek-Staśko – författare

When evaluating the success of an organization, the value of employees’ organizational commitment and the process of knowledge sharing among staff must be considered. As illustrated in this volume, these two concepts are key conditions for organizational success in the contemporary world. This book explores the concept of organizational commitment, what it is, and how to use and understand the value in knowledge management and sharing for both employees and organizations as a whole. A profound analysis of the global literature exposes organizational commitment and knowledge sharing as key determinants of the effectiveness of the organization management process, including human capital management. While much space in the literature on the subject is devoted to the exploration of the above-mentioned concepts, treated as categories subject to separate analysis, the diagnosis and analysis of the relationship between them should be treated as a poorly recognized process. This book fills a research gap, providing a theoretical foundation and important information on organizational commitment and knowledge sharing, highlighting the relationship between both research categories. It will be of interest to researchers, academics, practitioners, and students in the fields of human resource management, leadership, and organizational studies.

When evaluating the success of an organization, the value of employees’ organizational commitment and the process of knowledge sharing among staff must be considered. As illustrated in this volume, these two concepts are key conditions for organizational success in the contemporary world. This book explores the concept of organizational commitment, what it is, and how to use and understand the value in knowledge management and sharing for both employees and organizations as a whole. A profound analysis of the global literature exposes organizational commitment and knowledge sharing as key determinants of the effectiveness of the organization management process, including human capital management. While much space in the literature on the subject is devoted to the exploration of the above-mentioned concepts, treated as categories subject to separate analysis, the diagnosis and analysis of the relationship between them should be treated as a poorly recognized process. This book fills a research gap, providing a theoretical foundation and important information on organizational commitment and knowledge sharing, highlighting the relationship between both research categories. It will be of interest to researchers, academics, practitioners, and students in the fields of human resource management, leadership, and organizational studies.

Managers are key people in building the success of any organization. Business results depend on their efficiency in the implementation of the power entrusted to them. This efficiency, on the other hand, largely depends on psychosocial competences and personality predispositions. One of the main factors affecting destructively on managers is stress, destroying the level of their motivation to work, the level of commitment and ultimately resulting in premature professional burnout and a significant reduction in the level of efficiency. Ultimately, instead of efficient and motivated specialists, companies are struggling with employees suffering from depression. Exploration of the issue of identifying the sources of stress draws attention to conflict as one of the main research categories that are closely related to the category of stress. It is worth emphasizing that this relationship is two-way: conflict determines the level of stress, stress may determine the scale of conflict situations. This recommended monograph provides the latest knowledge on what contemporary managers use conflict resolution styles and what strategies they choose to deal with in stressful situations. A particular advantage of the study is the presentation of the links between both research categories, which are so paramount nowadays.The Open Access version of this book, available at www.taylorfrancis.com, has been made available under a Creative Commons Attribution-Non Commercial-No Derivatives (CC-BY-NC-ND) 4.0 license. Any third party material in this book is not included in the OA Creative Commons license, unless indicated otherwise in a credit line to the material. Please direct any permissions enquiries to the original rightsholder.

Managers are key people in building the success of any organization. Business results depend on their efficiency in the implementation of the power entrusted to them. This efficiency, on the other hand, largely depends on psychosocial competences and personality predispositions. One of the main factors affecting destructively on managers is stress, destroying the level of their motivation to work, the level of commitment and ultimately resulting in premature professional burnout and a significant reduction in the level of efficiency. Ultimately, instead of efficient and motivated specialists, companies are struggling with employees suffering from depression. Exploration of the issue of identifying the sources of stress draws attention to conflict as one of the main research categories that are closely related to the category of stress. It is worth emphasizing that this relationship is two-way: conflict determines the level of stress, stress may determine the scale of conflict situations. This recommended monograph provides the latest knowledge on what contemporary managers use conflict resolution styles and what strategies they choose to deal with in stressful situations. A particular advantage of the study is the presentation of the links between both research categories, which are so paramount nowadays.The Open Access version of this book, available at www.taylorfrancis.com, has been made available under a Creative Commons Attribution-Non Commercial-No Derivatives (CC-BY-NC-ND) 4.0 license. Any third party material in this book is not included in the OA Creative Commons license, unless indicated otherwise in a credit line to the material. Please direct any permissions enquiries to the original rightsholder.

This book exposes two inspiring research categories: digitization and trust. Digitization is a phenomenon that dynamically modifies the modern world in almost every area. Modern technologies, artificial intelligence and humanoid robots are instruments with an increasingly significant impact on the shape of the management process of modern organizations, including the way people are managed. Trust is a subtle concept, with a very different interpretation, influencing the behaviour of employees in a multifaceted way. A superficial look at the combination of both categories seems to see them as irrational. Upon closer examination, however, it exposes many interesting fields of scientific exploration. Trust, as a research category, has been included in three significant dimensions: in relation to co-workers, superiors and information technology, dominated by digitization. Each draws attention to different problems of priority importance for the organization. Asserting the idea that trust in the conditions of digitization becomes a category of timeless importance in the interdisciplinary dimension, this volume will be of interest to researchers, academics, practitioners and advanced students in the fields of management of technology and innovation, organizational studies and leadership.The Open Access version of this book, available at www.taylorfrancis.com, has been made available under a Creative Commons Attribution-Non Commercial-No Derivatives (CC-BY-NC-ND) 4.0 license.