Katarzyna Piwowar-Sulej
Biographic Data
| ID | 3062380 |
|---|---|
| NAME | Katarzyna Piwowar-Sulej |
| GIVEN NAMES | Katarzyna |
| FAMILY NAME | Piwowar-Sulej |
| SIGNATURE | PIWOWAR-SULEJ K |
| AFFILIATIONS | Wroclaw University of Economics and Business |
| ORCID | 0000-0002-4627-4344 |
| VERIFIED | Yes |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 13 |
| WORKS AS AUTHOR | 13 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2017 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Understanding Circular Strategies
Growing environmental pressures and resource constraints have intensified interest in circular strategies as an alternative to traditional linear business thinking. Although circular practices, often framed through R‐strategies such as repair, reuse, and recycling, are increasingly adopted to enhance sustainability and competitive advantage, conceptual ambiguities persist regarding their strategic foundations and relationship to business models. …
From Eco‐Policy to Green Practice
Considering the need for environmental sustainability and fulfillment of the needs of customers at the bottom of the pyramid, this study integrates the attention‐based view of organizations and situational leadership theory to examine the impact of government eco‐initiatives on frugal green innovation through managerial attention toward the environment in the presence of transformational leadership. Using a multisource (leader–subordinate) and ti…
Core Sustainability‐Oriented HRM Practices
The integration of sustainability in organizations depends heavily on skilled and motivated employees, positioning Human Resource Management (HRM) as a key enabler. This has led to new approaches—green HRM, socially responsible HRM, sustainable HRM, and common‐good HRM—collectively termed sustainability‐oriented HRM (SOHRM). These approaches focus on five core practices: recruitment and selection, HR appraisal, training and development, compensat…
A Contribution to Sustainable Human Resource Development in the Era of the Covid-19 Pandemic
Technological social responsibility
How to measure employees’ interests so as to be a more socially-responsible employer
Research background: Many authors emphasize that successful human resource management (HRM) practices align with employees’ needs associated with the construct of employees’ interests. In particular, the importance of considering employees’ interests is emphasized in the process of shaping the architecture of Socially Responsible Human Resource Management (SR-HRM) systems. Purpose of the article: The aim of the article is to contribute to underst…
Sustainable leadership in higher education institutions
Purpose Considering the vital role of higher education institutions (HEIs) in accomplishing sustainable development goals, this study aims to examine how and when sustainable leadership (SL) influences sustainable performance by examining social innovation (SI) as a mediating mechanism and managerial discretion (MD) as a boundary condition based on upper echelon theory. Design/methodology/approach This study is cross-sectional in nature. The auth…
Sustainable development and national cultures
National culture (NC) plays a crucial role in transitioning societies toward sustainable development (SD) which is based on the triple bottom line (TBL) approach. The impact of NC should be broadly analyzed, taking into account the perspective of individuals, organizations, societies, etc. This constitutes the general field of “national culture sustainable development” (NCSD). To the author’s knowledge, this is the first literature review conduct…
The linkage between Agile project management and sustainable development
The issue of project management methodologies has never be undertaken by academics in the context of their contribution to sustainability. There is the lack of understanding which Agile Project Management (APM) results and Agile value creation methods are in line with the assumptions of sustainability. The article fills this gap and presents the linkage between Agile project management and sustainability. The article presents both theoretical con…
The Impact of Mandate Contract and Self-Employment on Workers’ Health—Evidence from Poland
The purpose of the study is to analyze the correlations between two clearly defined forms of non-standard employment (self-employment and mandate contract) and workers' health. The study also addressed such variables as gender, age, length of service, and the reason for employment (voluntary vs. non-voluntary). The research was carried out in Poland in 2020 using the CATI method (a telephone interviewing technique), and it covered a sample of 200…
Core functions of Sustainable Human Resource Management. A hybrid literature review with the use of H‐Classics methodology
The key to a successful implementation of the idea of sustainable development in organizations is competent, motivated employees. Therefore, Human Resource Management (HRM) is of particular interest to practitioners and researchers. New HRM concepts that address emerging problems – such as sustainable HRM – arise and develop. The aim of this article is to answer the following research questions: What kind of issues are presented in the most cited…
Non-Permanent Employment and Employees' Health in the Context of Sustainable HRM with a Focus on Poland
This study is focused on the assumption that the analyses focused on sustainable human resource management (HRM) should include the problem of unstable forms of employment. Reference was also made to Poland, the country where the share of unstable forms of employment is the highest in the European Union. The authors based their findings on the literature and the data published, i.e., by Eurostat, OECD and Statistics Poland, accompanied by CSR rep…
Employee epowerment ? terminological and practical perspective in Poland
Research background: The 1980s saw popularization of the management paradigm requir-ing that employee intellectual potential should be noticed and used. The subjective approach to employees is fully reflected in the empowerment process. The definition scope of the analysed notion has not been unambiguously delineated to date. In narrow terms, empowerment means delegating power in the decision-making process and is considered a management method. …
Core functions of Sustainable Human Resource Management. A hybrid literature review with the use of H‐Classics methodology
The key to a successful implementation of the idea of sustainable development in organizations is competent, motivated employees. Therefore, Human Resource Management (HRM) is of particular interest to practitioners and researchers. New HRM concepts that address emerging problems – such as sustainable HRM – arise and develop. The aim of this article is to answer the following research questions: What kind of issues are presented in the most cited…
The linkage between Agile project management and sustainable development
The issue of project management methodologies has never be undertaken by academics in the context of their contribution to sustainability. There is the lack of understanding which Agile Project Management (APM) results and Agile value creation methods are in line with the assumptions of sustainability. The article fills this gap and presents the linkage between Agile project management and sustainability. The article presents both theoretical con…
Non-Permanent Employment and Employees' Health in the Context of Sustainable HRM with a Focus on Poland
This study is focused on the assumption that the analyses focused on sustainable human resource management (HRM) should include the problem of unstable forms of employment. Reference was also made to Poland, the country where the share of unstable forms of employment is the highest in the European Union. The authors based their findings on the literature and the data published, i.e., by Eurostat, OECD and Statistics Poland, accompanied by CSR rep…
Employee epowerment ? terminological and practical perspective in Poland
Research background: The 1980s saw popularization of the management paradigm requir-ing that employee intellectual potential should be noticed and used. The subjective approach to employees is fully reflected in the empowerment process. The definition scope of the analysed notion has not been unambiguously delineated to date. In narrow terms, empowerment means delegating power in the decision-making process and is considered a management method. …
Non-Permanent Employment and Employees' Health in the Context of Sustainable HRM with a Focus on Poland
This study is focused on the assumption that the analyses focused on sustainable human resource management (HRM) should include the problem of unstable forms of employment. Reference was also made to Poland, the country where the share of unstable forms of employment is the highest in the European Union. The authors based their findings on the literature and the data published, i.e., by Eurostat, OECD and Statistics Poland, accompanied by CSR rep…
The Impact of Mandate Contract and Self-Employment on Workers’ Health—Evidence from Poland
The purpose of the study is to analyze the correlations between two clearly defined forms of non-standard employment (self-employment and mandate contract) and workers' health. The study also addressed such variables as gender, age, length of service, and the reason for employment (voluntary vs. non-voluntary). The research was carried out in Poland in 2020 using the CATI method (a telephone interviewing technique), and it covered a sample of 200…
Core functions of Sustainable Human Resource Management. A hybrid literature review with the use of H‐Classics methodology
The key to a successful implementation of the idea of sustainable development in organizations is competent, motivated employees. Therefore, Human Resource Management (HRM) is of particular interest to practitioners and researchers. New HRM concepts that address emerging problems – such as sustainable HRM – arise and develop. The aim of this article is to answer the following research questions: What kind of issues are presented in the most cited…
Sustainable leadership in higher education institutions
Purpose Considering the vital role of higher education institutions (HEIs) in accomplishing sustainable development goals, this study aims to examine how and when sustainable leadership (SL) influences sustainable performance by examining social innovation (SI) as a mediating mechanism and managerial discretion (MD) as a boundary condition based on upper echelon theory. Design/methodology/approach This study is cross-sectional in nature. The auth…
Sustainable development and national cultures
National culture (NC) plays a crucial role in transitioning societies toward sustainable development (SD) which is based on the triple bottom line (TBL) approach. The impact of NC should be broadly analyzed, taking into account the perspective of individuals, organizations, societies, etc. This constitutes the general field of “national culture sustainable development” (NCSD). To the author’s knowledge, this is the first literature review conduct…
The linkage between Agile project management and sustainable development
The issue of project management methodologies has never be undertaken by academics in the context of their contribution to sustainability. There is the lack of understanding which Agile Project Management (APM) results and Agile value creation methods are in line with the assumptions of sustainability. The article fills this gap and presents the linkage between Agile project management and sustainability. The article presents both theoretical con…
A Contribution to Sustainable Human Resource Development in the Era of the Covid-19 Pandemic
Technological social responsibility
How to measure employees’ interests so as to be a more socially-responsible employer
Research background: Many authors emphasize that successful human resource management (HRM) practices align with employees’ needs associated with the construct of employees’ interests. In particular, the importance of considering employees’ interests is emphasized in the process of shaping the architecture of Socially Responsible Human Resource Management (SR-HRM) systems. Purpose of the article: The aim of the article is to contribute to underst…
Understanding Circular Strategies
Growing environmental pressures and resource constraints have intensified interest in circular strategies as an alternative to traditional linear business thinking. Although circular practices, often framed through R‐strategies such as repair, reuse, and recycling, are increasingly adopted to enhance sustainability and competitive advantage, conceptual ambiguities persist regarding their strategic foundations and relationship to business models. …
From Eco‐Policy to Green Practice
Considering the need for environmental sustainability and fulfillment of the needs of customers at the bottom of the pyramid, this study integrates the attention‐based view of organizations and situational leadership theory to examine the impact of government eco‐initiatives on frugal green innovation through managerial attention toward the environment in the presence of transformational leadership. Using a multisource (leader–subordinate) and ti…
Core Sustainability‐Oriented HRM Practices
The integration of sustainability in organizations depends heavily on skilled and motivated employees, positioning Human Resource Management (HRM) as a key enabler. This has led to new approaches—green HRM, socially responsible HRM, sustainable HRM, and common‐good HRM—collectively termed sustainability‐oriented HRM (SOHRM). These approaches focus on five core practices: recruitment and selection, HR appraisal, training and development, compensat…
Business (9 works) · Economics (9 works) · Political science (7 works) · Environmental Sustainability in Business (6 works) · Psychology (5 works) · Sustainability (5 works) · Sustainable development (5 works) · Computer Science (4 works) · Empirical research (4 works) · Geography (4 works)