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The 5I Formula for Successful Staffing of Scientific and Research Organizations


Scientists and engineers create the scientific and technological knowledge to generate societal and individual wealth and related economic growth. The article explores wealth creation, worldwide research and development (R&D) expenditures, US R&D expenditures by business, government, and academic organizations and economic sectors, and profiles the US science and technology workforce including recruiting and compensation costs. The process of recruiting scientists and engineers is profiled. Many technology based companies are currently using artificial intelligence algorithms to assess applicants’ technology knowledge and select the optimal job candidate. Are there non-technical personality traits which are equally important in recruiting scientists’ and engineers performance? What non-technical personality traits should a research and scientific organization assess to decide among position candidates? Five non-technical character traits to evaluate candidates in hiring decisions are intelligence, imagination, initiative, interpersonal skills, and integrity are explored. Specific questions to ask candidates are suggested to investigate each trait.

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Romania and the Big Challenge of Implementing the Europe 2020 Strategy


The evolution and evolvement of the Europe 2020 strategy in each country are subjects, which should interest all European citizens. The investigation on this subject stems from two issues: firstly, the importance of knowing the direction in which Europe is going in the future, and, secondly the wish to assess whether this is the right direction. Unfortunately, due to several possible obstacles, such as level of development, not all countries have the ability to achieve performance in all fields. Romania, just like many other countries, is one example. Being one of the least developed countries, reaching success in implementing the Europe 2020 strategy is, for Romania, a difficult mission.

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Impressions of Competency: Tactics and a Conceptual Model


Purpose: The study introduces a research stream of impressions of competency (IC) within the impression management field. The need for more understanding and research on IC within the field stems from the rising levels of information processing and competency expectations at work. This shift towards knowledge-intensive processes within organizations creates an environment in which the need to be perceived as competent has become even more relevant. As a result, employees may rely on IC tactics, if the expectation is that they appear as knowledgeable, skilled, and intelligent (i.e., competent). Methodology: The paper first includes a new typology of IC tactics that comprises impression management strategies used by individuals specifically to attain an enhanced image of competence in the workplace. Second, it provides a conceptual model and offers propositions with regards to the antecedents, effectiveness, and outcomes of IC tactics for consideration in future research. Conclusions: The research suggests that higher social norms of displaying competency in the workplace will contribute to higher IC tactic use especially by individuals keen on self-monitoring. Furthermore, politically skilled individuals are more effective with IC tactics, which results in more desirable evaluations of performance. Research limitations: This is a theoretical and conceptual study. It formulates propositions for further empirical research studies. Originality: This paper introduces IC within the impression management field by identifying IC tactics and developing a conceptual model for the examination of their effectiveness in the workplace.

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Knowledge Management in R&D Centres, in the Field of Biomedicine, Using Contemporary Information and Communication Technology and the Methodology of Continuous Improvement


Some sophisticated medical applications, including advanced therapeutics with monoclonal antibodies, stem cells, and gene therapies are currently available in clinical trials. More revolutionary technologies are coming soon and will be marketed by the best technically advanced companies in the world. R&D companies with a much smaller indicator of technological progress and organizational efficiency, but with a great desire to become a major player in this industry, will also compete for a share of this market.

However, in order to become a fixture in the changes initiated, both must constantly learn and be more innovative. In the current market situation, a hypercompetitive economy with the entrepreneurs’ focus on the prosumer , creativity is becoming extremely important in achieving final success. Creativity, which is the result of proper knowledge management, especially in science. The market value of R&D companies and their further future depends to a large extent on the prosperity of knowledge transfer.

The most important role in the process of knowledge transfer is played by information and communication technologies (ICT) and tools for continuous improvement. If companies implement these efficiently and safely, they can develop and benefit from competitive advantages for a very long period of time. Such an approach would give them the possibility of reducing the cost and time to deliver new products to market, and create a new platform to generate innovative products. This is a new perspective for R&D businesses, and a great opportunity for institutions in the biomedical arena to become part of the upcoming bio-revolution.

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Impact of the January Effect on Return Rates in the Markets of the 2004 EU Enlargement


Purpose: The article presents the results of a study conducted for the January effect. This anomaly is best recognized in the capital markets. In this case, we find explanation of its appearance based on both fundamental analysis and heuristics used by investors. The research focuses on the markets of the European Union enlargement countries of 2004. There are three hypotheses stated in the article:

Hypothesis 1: The January Effect occurs in the analyzed markets.

Hypothesis 2: The January Effect weakens over time.

Hypothesis 3: The January Effect weakens with the development of a market.

Methodology: Three methods verified the hypotheses: tests of differences, average and median rate of return, and dynamic models paneled with the estimation of parameters and the generalized method of moments.

Findings: The January Effect exists in the analyzed markets. The anomaly weakens over time but, after accession to the European Union, January return rates increase significantly.

Limitation: The definite verification was difficult due to the available methods and data. Further research in this field is, therefore, needed.

Originality: The originality of the paper stems from the construction of the sample – new evidence from post-communist countries – which became the European Union members in 2004. The next important issue is the period of twenty years after the economic transformation – ten before and ten after the enlargement of the EU.

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The problem of cooperation between science and business


The innovation rate of the Polish economy is one of the lowest in Europe. Researches indicates that one of

the reasons is the low level of cooperation between science and business.

The problems of cooperation between these sectors stem from the differences in the organizational culture

of both communities. Both environments differ from each other in the perception of defining business

problems, the form of communication, the approach to solving conflicts, the attitude to time and financial

constraints or even the way to build interpersonal relationships. Changing this state of affairs requires time

and patience, working out methods of building cooperation and learning from each other.

The article diagnoses selected reasons of the unsatisfactory level of cooperation between science and

business and proposes recommendations on how to change this situation.


- The main problem in building cooperation between the science and the business results from large

differences in the organizational cultures.

- The key reasons relate to the issue of differences in communication and building relationship.

- Changing the situation requires changes in legal regulations that should favor projects implemented in

the science and business partnership. However, the key factors are the changes that affect the attitudes

and mentality of the scientific community.

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Measures of Competitive Intensity – Analysis Based on Literature Review


Purpose: To systematize the existing approaches and tools used for measuring competitive intensity.

Methodology: Systematic literature review along with critical literature review.

Findings: Identification of two main approaches to measuring competition intensity: the first pertains to research based on experts’ opinions and involves the use of questionnaires (primary sources), while the second is based on structural variables used with a variety of indexes (secondary sources). In addition, variables applied for the purpose of measuring the intensity of competition are divided into structural and behavioural.

Research implications: Research implications are two-fold. Firstly, a distinction is made between various types of existing approaches to measuring competitive intensity. Secondly, research is carried out, inter alia, with regard to the actual object of certain measures, as opposed to their object stemming from commonly accepted definitions.

Practical implications: The issue of measuring competition intensity occupies a prominent place in the discussion on the effectiveness of inter-organizational relationships. The findings outlined in this paper may help managers to develop/adopt the right approach supporting their strategic decisions.

Originality: The paper provides a complex review of the existing methods and measures of competitive intensity. It systematizes recent knowledge about competitive intensity measurements.

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Determining Mission Statement Effectiveness from a Fit Perspective


The purpose of this paper is to study the relationship between the organization's mission statement and its outcomes from a fit perspective in the alignment of the organization's structural and cultural elements. Based on an extension of Campbell's (1991) mission model by combination of ideas from two schools of thought in mission statement studies (structural and cultural), the authors introduce the concept of “fit” to show how it contributes towards a new mission statement model. The results show that both alignments are important to create a fit situation in order to positively impact organization outcomes. Based on Cohen (1988), the detected effect size of .322 is considered large. The managerial implication is that there should be more focus on managing organisational alignment to support a fit situation as this is instrumental to mission statement effectiveness. The originality of this study stems from the idea that while past studies develop model based on ideas from within the confine of a particular school of thought, this study is one of the first to combine ideas from both the structural and cultural schools of thought by extending Campbell's (1991) mission model using the fit perspective.

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Dignity in the Workplace. The Perspective of Humanistic Management


Purpose: The aim of this article is to fill the gap in the Polish discourse on management about the concept of dignity in the workplace. The text presents the issue from the perspective of humanistic management. The article analyzes contemporary discussion about dignity in the workplace conducted in the Western discourse on management.

Methodology: The reflections stem from a critical analysis of popular concepts of dignity in the workplace in the management discourse. The author also uses the existing results of empirical research. The analysis uses management literature on dignity, which is the basis for systematizing available concepts.

Findings: The literature analysis enables systematization of various concepts of dignity in the workplace and identification of specific levels in the quality of employee treatment in an organization. Hence, the author identifies a few key factors that affect employees’ dignity in the workplace both positively and negatively and indicates mechanisms that allow for the humanization of work processes.

Research limitations: The theoretical reflections should be verified by empirical research in organizations. However, the area of research on dignity in the workplace is not problematized enough, potential problems still require in-depth theoretical research.

Practical implications: The reflection on dignity in the workplace emphasizes the organizational mechanisms that lead to the humanization and dehumanization of work processes. The problematization of the category of dignity should allow researchers to conduct empirical research in organizations and managers to design organizational solutions that protect the well-being of their employees which, in consequence, may have a positive impact on the organization’s development.

Originality: The article discusses the concepts of dignity in the workplace which are absent in the Polish discourse of management and indicates directions of further research in the field.

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ISO 26000 – An Integrative Approach of Corporate Social Responsibility

., & Balzarova, M. A. (2007). A critical look on quality through CSR lenses: Key challenges stemming from the development of ISO 26000. International Journal of Quality & Reliability Management , 24 (7), 738-752. Castka, P., & Balzarova, M. A. (2008). ISO 26000 and supply chains - On the diffusion of the social responsibility standard. International journal of Production Economics , 111 (2), 274-286. Castka, P., & Balzarova, M. A. (2008). Social responsibility standardization: Guidance or reinforcement through certification?. Human systems management , 27 (3

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