The Research Topics of Leadership: Bibliometric Analysis from 1923 to 2019

Leadership phenomenon is characterized by unflagging interest among scientists in the field of management. This is one of the reasons why various theories, concepts and topics of leadership are propounded in literature. The current paper examined the trends of leadership publications, the most common topics of leadership, and whether the research topics have followed a coherent progression. A literature review was conducted in order to understand what has been done until now. Using a bibliometric analysis, the current paper summarized 12,235 publications on leadership from the Web of Science database, spanning the period from 1923 to 2019. The findings obtained indicate growing number of leadership publications and the following research topics: leadership management, leadership performance, leadership model, leaders' behaviors, leaders' personalities and team leadership which are related to each other. Moreover, the results also show a weakening interest in 'hard' aspects of leadership in a 'soft' direction

The Research Topics of Leadership: Bibliometric Analysis from 1923 to 2019

Leadership phenomenon is characterized by unflagging interest among scientists in the field of management. This is one of the reasons why various theories, concepts and topics of leadership are propounded in literature. The current paper examined the trends of leadership publications, the most common topics of leadership, and whether the research topics have followed a coherent progression. A literature review was conducted in order to understand what has been done until now. Using a bibliometric analysis, the current paper summarized 12,235 publications on leadership from the Web of Science database, spanning the period from 1923 to 2019. The findings obtained indicate growing number of leadership publications and the following research topics: leadership management, leadership performance, leadership model, leaders' behaviors, leaders' personalities and team leadership which are related to each other. Moreover, the results also show a weakening interest in 'hard' aspects of leadership in a 'soft' direction

HUMAN CAPITAL INDICATORS IN SERVICE INDUSTRIES: FROM WORKFORCE PROFILE TO OUTPUT MEASURES

Human capital is an especially important attribute of business activity of all types of enterprises and continuously constitutes a trending subject among theoreticians. Continually arising new theories and methods of human capital measurement do not meet with sufficient interest and confirmation of their significance among practitioners. Market reality makes service organizations notice the need for being interested in the research regarding human capital. This article is an attempt to determine instruments for measuring human capital which is used for providing services by an organization. The research focused on the service sector because of its intellectual and personnel intensive nature. The final sample consisted of 93 Polish firms. This study presents the perception of the importance to disclose human capital measures by senior executives in service firms and shows what they concentrate on – measure of age, competency level, engagement, productivity, customer service or satisfactio

HUMAN CAPITAL INDICATORS IN SERVICE INDUSTRIES: FROM WORKFORCE PROFILE TO OUTPUT MEASURES

Human capital is an especially important attribute of business activity of all types of enterprises and continuously constitutes a trending subject among theoreticians. Continually arising new theories and methods of human capital measurement do not meet with sufficient interest and confirmation of their significance among practitioners. Market reality makes service organizations notice the need for being interested in the research regarding human capital. This article is an attempt to determine instruments for measuring human capital which is used for providing services by an organization. The research focused on the service sector because of its intellectual and personnel intensive nature. The final sample consisted of 93 Polish firms. This study presents the perception of the importance to disclose human capital measures by senior executives in service firms and shows what they concentrate on – measure of age, competency level, engagement, productivity, customer service or satisfactio

Towards the integration of positive leadership theories

Recently, a proliferation of leadership theories has been observed. Thus, the study aims to compare the positive leadership concepts: transformational, servant, ethical, authentical, and spiritual leadership to consider the need to integrate leadership theories. The study used a literature review and bibliometric analysis. The positive leadership concepts were compared based on their measurement scales. The results present that positive approaches to leadership are clearly related to each other and largely overlap. This can confirm the possibility of integrating these concepts. The study is a kind of consideration toward integrating positive leadership theories, however, it focuses on similarities. It would be worth analyzing the differences between the concepts. This article reviews the literature on positive leadership theories and takes the first step toward integrating these theories. The study offers a more comprehensive approach to positive leadership concepts

Zaangażowanie pracowników jako fundament implementacji koncepcji lean

Koncepcje lean są obecnie najpowszechniej wdrażanymi metodami zarządzania w przedsiębiorstwach nie tylko produkcyjnych, ale również usługowych, pozwalających na eliminowanie marnotrawstwa, tworzenie wartości i doskonalenie niemal wszystkich obszarów ich funkcjonowania. Jednak lean nie jest tylko zestawem technik i narzędzi, lecz pewną filozofią, która musi być przyjęta przez wszystkich pracowników na różnych szczeblach. Pomyślne wdrożenie metod lean kształtowane jest przez szereg różnych czynników, wśród których najistotniejsze są te związane z odpowiednim zarządzaniem pracownikami. Celem artykułu jest zarys ogólnych założeń koncepcji lean oraz czynników determinujących właściwą jej implementację, ze szczególnym uwzględnieniem zaangażowania pracowników na podstawie analizy literatury. Artykuł ma charakter teoretyczny

EMPLOYEES’ COMPETENCES IN KNOWLEDGE-INTENSIVE BUSINESS SECTOR – COMPARATIVE ANALYSIS IN TWO CEE COUNTRIES

Knowledge-Intensive Business Services (KIBS) are services that involve intensive use of high technologies, specialized skills and professional knowledge. However, there are insufficient findings on the competences of employees in the sector of KIBS. The purpose of this paper is to present the results of the research on employees’ competences in different service sectors of two CEE countries: Poland and Belarus. This study adopted a quantitative approach based on a questionnaire applied to 101 companies from Poland and 42 companies from Belarus. The comparative analysis shows quite similar findings - the most significant competencies are employee engagement, motivation and customer-focused orientation and play a crucial role in the efficiency of services in both countries. JEL Classification: M12, M51, M5

Definicje kapitału ludzkiego w ujęciu porównawczym

Literature often uses terms such as resources, assets, equity in relation to employees interchangeably. Both in Polish and foreign literature, there is no clear definition of these concepts and no precise identification of differences between them. Many of the authors claim that these differences go much deeper than just in the realm of language. There are also authors who are unaware of the difference in these definitions, using them as synonyms. Therefore, the following analysis is an attempt to introduce and organize some issues concerning the definition of human capital and the terms associated with itW literaturze bardzo często używa się wymiennie określeń zasoby, aktywa, kapitał w odniesieniu do pracowników. Zarówno w literaturze polskiej, jak i zagranicznej, brak jest jednoznacznego zdefiniowania tych pojęć i określenia różnic między nimi. Znaczna część autorów twierdzi, że zmiany wyżej wymienionych określeń sięgają znacznie głębiej niż w sferę językową. Są również autorzy, którzy nie dostrzegają różnicy we wspomnianych określeniach, używając je jako synonimów. W związku z tym poniższe opracowanie jest próbą przybliżenia i pewnego uporządkowania kwestii dotyczących definiowania kapitału ludzkiego oraz terminów z nim związanyc

Sektor usług wiedzochłonnych w Polsce na tle UE

Sektor wiedzochłonnych usług biznesowych jest szczególnie interesujący ze względu na jego udział w tworzeniu wartości przedsiębiorstwa, kreowanie miejsc pracy i wpływ na wzrost konkurencyjności całej gospodarki na rynku światowym. W latach 2008-2013 liczba przedsiębiorstw tego sektora wzrosła w Polsce o ponad 25 proc. Celem artykułu jest analiza aktualnego stanu tego sektora, określenie jego potencjału i pokazanie ograniczeń rozwoju firm opartych na intensywnym wykorzystywaniu wiedzy. Analizę przeprowadzono na podstawie przeglądu literatury oraz danych statystycznych dotyczących tego sektora w Polsce i Unii Europejskiej