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As a rule, common courts are hermetic organizations, separated from their stakeholders by procedures based on legal provisions. For these reasons, they are often perceived as unreliable and non-transparent, and as such, they do not inspire trust among stakeholders. The authors posit that the court’s community involvement may lead to the increased accountability and legitimacy of courts, which should in turn result in jurisprudence benefits. This paper discusses the concept of community involvement of courts, demonstrates how this idea may be implemented and explains its benefits for courts.

The results of an action research study undertaken between June 2013 and March 2018 at the Regional Court in Gdansk (Poland) are discussed.

The results highlight factors underlying the implementation of the idea of community involvement, as well as the areas in which courts take these actions, and explain how it influences their accountability and legitimacy. This research describes the interests of different stakeholders and proposes a range of actions that may be taken by courts while cooperating with stakeholders to achieve the aims of community involvement. It also proposes a set of steps that enable courts to implement the idea of community involvement.

This paper develops the idea of the community involvement of courts, which may be used as an operating rule for public institutions to increase their legitimacy and accountability and explain its introduction in the context of courts. It offers a universal framework for the community involvement of courts that can be used in the context of any court in both the continental and Anglo-Saxon systems.

Drawing on the social exchange theory (SET) and the self-determination theory (SDT), the present study aims to examine the impact of green human resource management (GHRM) on three types of employee green behavior (EGB) – green in-role, innovative and extra-role – in the presence of environmental managerial support (EMS) as a conditional factor.

The research model was verified based on data from 419 respondents employed in companies operating in the energy sector in Poland (Europe’s “coal heartland”). PLS-SEM was used in the statistical analyses.

This study shows that GHRM positively impacts three types of EGB. EMS positively moderates the relationships of GHRM with both green extra-role behaviors and innovative work behaviors; however, EMS does not play a moderating role in the relationship between GHRM and green in-role behaviors.

This study, being one of a kind, enriches the literature by exploring the conditional role of EMS on the integrated relationship of GHRM practices with in-role, extra-role and innovative behaviors and offers evidence from the rarely examined energy sector, which plays a vital role in the transformation of nations toward sustainable development.

The increased expectations regarding job performance accompanied by changes in employment relationships in public organizations require special concern for the employability enhancement of their workers. Literature on the subject points out the importance of job content in the context of employability enhancement. The purpose of this paper is to answer the following question: what are the relationships between job variety, the learning value of the job, employability and job performance?

The paper presents the results of a survey which was carried out in 2016. The sample consisted of 566 pairs, i.e. employees and their immediate supervisors in 147 public organizations which provide key public services in Poland. A model of the relationships between job variety, the learning value of the job, employability and job performance was proposed and tested using path analysis and structural equation modeling (SEM).

It was found that both job variety and the learning value of the job were positively connected to employability, which mediated their relationships with job performance. However, the analysis revealed that the examined predictors not only affected employee work outcomes indirectly, through their impact on employability, but also directly influenced the quality of job performance.

The study has provided empirical evidence regarding the relationships between job content, employability and job performance, which was hitherto absent from public organizations. An original conclusion from the research is that employability enhancement brings positive results for both employees and organizations.

This paper aims to examine the longitudinal relationships between the intensity of remote work (IRW) and job performance (JP) with the mediation effect of work–life balance (WLB) and moderation by work overload (WO).

A three-wave longitudinal survey, covering pre-pandemic period, the pandemic itself and the post-pandemic period, was conducted among 291 employees. The authors applied linear regression analysis with a moderated mediation effect and the cross-lagged structural equation model with longitudinal mediation using Mplus 8.

The results show that relationships between IRW and WLB and WLB and JP are negative in the short term; yet over time, employees are able to adapt and benefit from the flexibility offered by remote work (RW). WLB can contribute to better JP in the long run. Furthermore, WLB plays a moderating role in the long-term relationship between RW and JP. There is the second-stage negative moderation effect on this relationship by WO.

This study recommends a proactive approach toward flexible solutions for employees. It explains that the positive effects of IRW for WLB and JP appear in the longer perspective. Support from organizations to mitigate negative short-term effects is required. Organizations can leverage the mediating role of WLB between IRW and JP in the long term by providing resources and support to help employees achieve WLB in RW settings.

This study extends the research on the antecedents of JP of employees and enriches the extant literature that shows inconsistent findings in terms of the relationships among RW, WLB and JP. It also focuses on the rarely explored intensity of RW. It fills the gap in previous research using a longitudinal research approach. The longitudinal data provide unique and innovative insights into the antecedents of JP of employees and explain complex relationships between them in both the short and long term.