This article looked at the situation of university teachers in Poland during the COVID-19 epidemic as a result of their need to work remotely. The study was conducted in the first stage (I) on 21 academicians and in the second stage (II) on 18 academicians. The study was conducted to determine the level of productivity of the study group in their online learning competencies in relation to their well-being, as well as during the height, and weakening of the epidemic. The results of the survey conducted, especially during the height of the epidemic, indicated varying levels of self-evaluation of their productivity in relation to their digital competencies linked to the need for them to work remotely, which also affected their psychological well-being. Several cases of respondents indicated a negative assessment of their own productivity, and thus their quality of work life and sense of psychological well-being. However, some respondents, on the contrary, showed a desire to work, the need for self-improvement, and to continue their mission of teaching.

In this article, we examine the issue of Polish entrepreneurs’ attitudes towards knowledge workers above the age of 65 in the context of pro-social and citizenship behavior. The article was written as part of the diversity management paradigm. Firstly, it presents the existing literature on the subject, and then, we present our analysis on the results of a longitudinal study conducted among 93 entrepreneurs, owners, and co-owners of small and medium enterprises, during 2014 and 2019. During this time, legal regulation took place twice, extending and then shortening the period of obligatory work enabling employees to acquire the right to retire. The study was carried out using a specially developed questionnaire, whose reliability met the requirements of methodological correctness and two other research tools. Positive, neutral and negative attitudes were identified among entrepreneurs’ attitudes towards knowledge workers aged 65+. The research results show a correlation between the attitudes of entrepreneurs in 2014 and 2019, stabilization of these attitudes (in relation positive, neutral and negative attitudes), and their particularly significant relationship with organization-oriented citizenship behavior.

The subject of the article is the issue of attitudes of Polish entrepreneurs towards knowledge workers aged 65 and older, in the context of their perception of benefits and threats, and the use of good practices in the area of employment. The article was written as part of the diversity management paradigm, and consists of a theoretical part presenting the literature on the subject and empirical one: analyzing the results of longitudinal studies. The research was conducted among 93 entrepreneurs, owners of small and medium enterprises, in the construction and industrial sectors, in two periods of time, in 2014 and 2019. The aim of the article is to get the answer for the following question: “What is the relationship between attitudes, perceptions by entrepreneurs of the benefits of employing workers aged 65 and older, and offering them specific good practices (flexible working hours, preparing employees for work, conducting trainings, coaching/mentoring, lack of such practices) and their hierarchy in relation to the frequency of use in 2014–2019”? The research was carried out using a specially developed questionnaire whose reliability met the requirements of methodological correctness. The results of the research showed the relationships between the attitudes of entrepreneurs in 2014 and 2019, stabilization of these attitudes (in relation of positive, neutral and negative attitudes) in the examined periods, and their perception of benefits and threats arising from the employment of knowledge workers aged 65 and older, both in 2014 and 2019; attitudes and the number of good practices offered to employees regarding the form of their employment. In addition, as a result of multi-criteria statistical analysis (biplots), it turned out that entrepreneurs in 2014 preferred and offered employees these practices in a different hierarchy than in 2019. According to the authors, the reason for the discrepancy was the decreasing level of unemployment causing an increase in the demand for employees in small and medium enterprises as well as increasing the awareness of entrepreneurs regarding the role of experienced knowledge workers in their company.

The article discusses onboarding in Polish enterprises analyzed from the perspective of HR specialists. The subject of consideration in the article falls within the area of broadly understood concern for the sustainable development and well-being of employees adjusting to a new work environment during their adaptation period. Actions taken by HR specialists have a significant impact on the behavior of employees and their well-being and satisfaction in the new workplace, including commitment and care for all stakeholders involved in building a positive psychological climate at the time of starting work. The aim of the article was to identify onboarding practices implemented in selected types of Polish enterprises and selected factors determining the choice of specific practices, such as analyzing the dependencies between the type of an enterprise and the implementation of onboarding practices in it, identifying the perception of these practices by HR male and female specialists at a given age and with given seniority, and determining whether the practice of assigning a buddy to new employees depends on the type of enterprise. The study described in the article was conducted in 178 medium-sized Polish enterprises, of which, 25 were manufacturing companies, 34 were trading companies, and 119 were service companies. In each enterprise, an HR specialist completed a questionnaire on onboarding. The analysis of the dependencies between the type of company and the type of onboarding implemented in it (general, position, or team onboarding) revealed no statistically significant differences between the types of companies participating in the study and the type of onboarding implemented in them. The discrepancies between preferences for particular onboarding practices and the gender, age, and seniority of HR specialists participating in the study turned out to be statistically significant and indicate that manufacturing companies more often assign a buddy to new employees in their onboarding process than trading and service companies. The conclusions obtained from the research, apart from the cognitive value, have an application value, e.g., regarding the recruitment of HR specialists.

The subject of this article is the issue of coping with stress in the context of the level of professional burnout among professional soldiers at the officer rank and the identification of the relationship between occupational burnout and the preferences of the style of coping with stress and the age of the respondents. The study aims to answer the following questions: how does occupational burnout (its individual dimensions according to the concept underlying the construction of a research tool) depend on the style of coping with stress, and whether and how the level of occupational burnout changes depending on the age of soldiers? The study consists of two parts: a theoretical one, in which the issues are presented in relation to the literature on the subject, and an empirical section, presenting the results of research in which 200 soldiers of the Polish Army with the officer rank participated. The research was carried out using questionnaires that met the requirements of psychometric correctness (Coping Inventory for Stressful Situations—CISS and Link Burnout Questionnaire—LBQ). As a result of the research, it turned out that the level of occupational burnout depends on the choice of the style of coping with stress (a higher level of burnout is favored by the preference for an emotional coping strategy), while the style of coping with stress and the level of occupational burnout among professional soldiers with the rank of officer changes with age. The presented research, mainly due to the specifics of the research group, was not undertaken and described in the literature on the subject.