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Purpose: The aim of this article is to identify the relationship between the use of intuition in decision-making and the intensity of an individual's high sensitivity. This study aims to fill the research gap regarding the integration of the constructs of intuition in decision-making and the issue of highly sensitive persons. Design/methodology/approach: In order to operationalise the constructs analysed in the theoretical part of the article, validated research tools developed in previous empirical studies conducted in this area were used. The intuition construct consisted of 14 items representing statements describing behavior typical of people who use intuition or rational analysis in the decision-making process. To measure an individual's level of sensitivity, the High Sensitivity Scale developed was used, which consists of 27 items (questions) relating to the characteristics of highly sensitive persons. Data collected from 338 respondents was analysed using a least- squares regression modelling approach. Findings: The results show that a higher intensity of the positive aspects of high sensitivity decreases the level of use of intuition in decision-making processes. An inverse relationship was identified for the negative aspects of high sensitivity, i.e. a higher intensity of these characteristics translates into a higher level of the use of intuition. It has also been proven that highly sensitives managers tend to use intuition more frequently in their decision-making process than rational analysis. These results contribute to a better understanding of the phenomenon of the use of intuition in decision-making processes by HSPs. Research limitations/implications: In terms of measuring both intuition and high sensitivity, the main problem was that the measurement was based on the respondent's self-assessment, which can lead to distortions due to personal bias or the desire to present oneself in a better light. Furthermore, the limitations of the research process are also associated with the sample size. A final limitation indicating directions for further research is the adoption of a quantitative approach. This involves a lack of control of external factors, and therefore the results may not be very accurate. Originality/value: The value of the work comes from its potential to provide new insights into how personality traits can influence intuitive decision-making, which may have practical applications in psychology and management. This article makes an important contribution to the understanding of intuitive mechanisms in context of highly sensitive persons. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this article is to assess the impact of advantages and disadvantages (ADV & DISADV) of remote work on employees’ subjective well-being (SWB). Design/methodology/approach: In order to operationalise the constructs analysed in the theoretical part of the article, validated research tools were used. The SWB construct consisted of 24 items representing three dimensions: psychological, physical health, and relationships. To measure ADV and DISADV of remote work a tool consisting of 14 items was used, representing two dimensions. Data collected from 322 respondents was analysed using Ordinary Least Squares (OLS) approach. Findings: The results show that remote work ADV positively influence employees' SWB, with the impact strength being noted in the following dimensions: physical health, psychological well-being, and relationships. Thus, the influence of remote work ADV is highest for employees' SWB in the relationships dimension. On the other hand, remote work DISADV negatively influence employees' SWB, but only in the relationships dimension, with the impact being minimal. Our research also shows that employees who work partially remotely (hybrid workers) assess their well-being, with the exception of physical health, as better than those who work fully remotely. Moreover, our findings suggest that employees who hold a managerial role report a higher level of well-being than others. Research limitations/implications: To assess the ADV and DISADV of remote work and employees’ SWB, the primary methodological challenge was the reliance on self-reported data, which is susceptible to distortions from personal biases and social desirability effects. Additionally, the research process faced limitations related to the sample size and the concucted survey captures only a given moment in remote workers’ reality. Another significant limitation, suggesting directions for future research, is the current research design. The adopted approach does not take into account objective/external factors for well-being, potentially compromising the accuracy of the findings. Originality/value: The value of the work comes from its potential to provide new insights into how ADV and DISADV of remote work influence on employees’ SWB. This article makes an important contribution to the understanding the phenomenos of employees’ SWB in the context of ADV and DISADV of remote work. [ABSTRACT FROM AUTHOR]

The aim of this study is to assess the readiness of Polish enterprises to accept remote work of their employees during the COVID-19 pandemic. The unprecedented challenge of the COVID-19 pandemic required the implementation of agile behavior and the use of dynamic capabilities to adapt to new conditions, i.e. to adapt efficiently to changing environmental conditions by reconfiguring the resource portfolio. The article discusses the concept of agile behavior in the context of the introduction of remote working during the COVID-19 pandemic. Research has shown that in general Polish employers are prepared to work remotely, but private companies have done better than public ones and those with foreign capital than the ones with purely Polish capital. [ABSTRACT FROM AUTHOR]

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Background. Organisational culture in the context of cooperative relationships is a viable research area. However, based on literature review the influence of organisational culture on these relationships is not a primary research topic of Polish or foreign scientists. Hence, this paper was designed to fill in the identified gap. Research aims. The aim of this paper is to indicate the relationship between the shape of organisational culture of Polish companies and beneficialness of the shape of cooperative relations between these companies with particular kinds of cooperators. The theoretical part of this article was devoted to identifying the role of cooperative relations in the contemporary economic environment and description of the concept of organisational culture, including its influence on cooperation between companies. The empirical part of this paper was devoted to the description of the conducted research and its results. Methodology. The study was conducted in early 2016 on a random sample of 97 Polish companies, i.e. companies that are based in the Republic of Poland. The survey questionnaire was sent to 493 companies (regardless of size, industry, and geographical region), 114 of which responded with answers. In the process of verification of the consistency of the received responses, 17 of them were rejected due to inaccuracies and other defects. The survey used the respondents' indications of prevailing values in relations with employees, which describe the organisational culture and the indication of the beneficialness of the shape of cooperative relationships with suppliers, customers, and co-opetitors (in the framework of coopetitive relations). The chi-squared independence tests were used to demonstrate the dependencies. Key findings. In conclusion, it turned out that the key to the beneficial shape of cooperative relationships can be found in the presence of preferred values of flexibility and freedom of action and the orientation of internal affairs. However, the preference of the mentioned values only affects the beneficialness of the shape of the cooperative relations with the customers. [ABSTRACT FROM AUTHOR]