W artykule przedstawiono problematykę cyfryzacji procesu negocjacji. Przybliżono obszar badawczy związany z prowadzeniem elektronicznych negocjacji (tzw. e-negocjacji). Scharakteryzowano pojęcia e-negocjacji i cyfryzacji, a także Taksonomii Montrealskiej - związanej z kryteriami analizy procesów e-negocjacji. Zwrócono uwagę na kluczową rolę zarządzania wiedzą w prowadzeniu e-negocjacji. Zaprezentowano zarys prac związanych z tworzeniem ontologii dziedzinowej e-negocjacji, której opracowanie stanowi podstawę do rozpoczęcia cyfryzacji procesu negocjacji. Przedstawione rozważania odniesiono do zagadnień modelowania systemu informatycznego wspomagającego zarządzanie wiedzą w procesach e-negocjacji z wykorzystaniem technologii Semantycznego Internetu. W artykule przyjęto tezę, że pojęcie cyfryzacji związane jest z możliwością dostępu "ze zrozumieniem" do elektronicznych zasobów przez programy komputerowe - czyli z uwzględnieniem semantyki zawartych w nich treści. Wymaga to opisania na nowo tych zasobów w postaci ontologii.

The paper proposes the use of semantic modeling to describe the organizational knowledge resources. Key concepts related to semantic representation of knowledge in the form of ontology were also presented. The study indicated opportunities for creating new business models based on the organizational knowledge resources formalized in ontologies (ontology providers, organizations that certify knowledge available in the form of ontologies and clients using paid knowledge resources in ontology in order to automate certain areas of their activity. The investigations were presented in light of safety mechanisms whose implementation is necessary when using a semantic approach in describing the organizational knowledge resources and creating new business models based on this approach, including mechanisms for protecting information and knowledge from unauthorized access, certificates that describe the level of trust and the design of a secure user interface. The focus was also on the fact that the formalization of organizational knowledge resources and its representation in an electronic form (ontologies) poses a major challenge for knowledge engineers and leads to the necessity to cooperate in research on the borderline of management and IT sciences.

Purpose: The article investigates how young adults in Poland (aged 18–30) adjust their self-presentation on social media in response to cybervetting. It compares two strategies—preventive profile privacy settings and reactive self-censorship—across professional and general platforms. It also explores whether the amount of time spent online correlates with the intensity of these actions. Design/methodology/approach: An online survey (conducted March–April 2025) was completed by 126 respondents. Ordinal scales measured the level of profile privacy and frequency of self-censorship. Due to significant deviations from normal distribution, the Mann–Whitney U test was used. The relationship between time spent online and strategies was assessed using Spearman’s correlation. Findings: Users of professional platforms reported stricter privacy settings; self-censorship did not differ. Time spent online was not related to self-censorship but was slightly negatively correlated with privacy settings. Research limitations/implications.: Self-reported measures, simplified platform classification, non-random sampling, and lack of demographic subgroup analysis limit generalizability. Originality/value: This is one of the first studies in Poland to compare preventive and reactive strategies toward cybervetting across platform types, combining impression management and context collapse theories. It shows that platform type, versus time online, drives privacy choices.

Purpose: The purpose of this paper is to determine to which extent the personal managers, HR specialists and recruiters of big companies in Lodz and Silesia Provinces are aware of the possibilities to use cybervetting including AI tools as an element of the recruitment process. Design/methodology/approach: The survey test CAWI (n = 113) was applied. The questionnaire covered the one- and multiple choice questions and seven statements assessed with the use of 4-grade Likert scale and the responses were analysed with the consideration of the respondents’ seniority. Findings: About 40% of respondents have already been using or had direct knowledge about the application of cybervetting practices in their companies; Facebook, Instagram and LinkedIn are the most valuable data sources. The risks to infringe privacy and discrimination are perceived by personal managers, HR specialists and recruiters with the seniority up to 10 years more stronger whereas the persons with the seniority over 20 years regard the AI as helpful in the limitation of decision subjectivity. Research limitations/implications: The limitation of the conducted research is its exploration nature which may make it difficult to generalize the results. Thus, it is recommended to cover wider, sector-differentiated sample in further research, and to use deepened interviews and case studies to analyse the cybervetting practices. Practical implications: The research results lead to four recommendations for employers: (1) annual audit of social media review, (2) obtaining clear, voluntary agreements of candidates for such a verification, (3) providing them with a short training about digital identity and (4) providing 48-hour “right to comment” to the negative arrangements. Originality/value: The paper provides empirical data about the awareness and attitudes of HR practitioners concerning cybervetting and AI tools, indicating the generation and experience differences, which extends the discussion about the employees’ digital selection.