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The contemporary world's pressure, oriented on flexibility and quick actions, has permanently changed work characteristics. Taking the employees' perspective into account, it seems important to identify whether and which of the employees' individual resources help them cope with those job demands. Therefore, the main research question is what is the relation between holistically conceptualised employees' individual resources and perceived work overload?

Based on the literature on individual resources and job demands, the authors test for relations between three components of individual resources (physical, emotional, spiritual potentials) and job characteristics (work variability and work diversity) and the perceived work overload. Data were collected using a survey method amongst 336 Polish knowledge workers.

The results partially supported the posed hypotheses. Both work variability and work diversity relate positively to work overload. Only the physical potential is related directly and negatively to perceived work overload. The spiritual potential relates indirectly to work overload through work diversity. The authors also found that age moderates the relation between physical and spiritual potential and overload.

Human resource management (HRM) practitioners and supervisors need to consider the level of employee's individual resources, especially when dealing with older employees and their physical resources.

This study contributes to research on the causes of work overload perception by identifying the role of individual resources and employees' age, thereby indicating that taking care of those resources could be another way of preventing occupational burnout in demanding work conditions.

The photovoltaic modules with front glass as a protective layer are the most popular type in the industry, but for some applications it can be considered as too heavy. One of the approaches is to laminate the cells using PMMA [Poly(methyl methacrylate)] as the front layer. This polymer has good mechanical strength and optical properties but exhibits low adhesion to lamination foil. To increase adhesion between these two materials, PMMA surface treatment may be required.

To examine the PMMA treatment influence on the sample, adhesion samples’ surfaces were modified by grinding and laser cutting. Also two types of PMMA available in the market were tested, namely, smooth and satin types. The quality of lamination was determined using two methods, namely, tear test with recorded maximal tear force achieved for the samples, and environment chamber tests, in which the system resistance against the cyclic temperature variation was evaluated.

Additional treatment of the PMMA surface lead to increased adhesion of the lamination foil used. Ethylene-vinyl acetate foil in the PMMA system is sensitive to temperature variation, which can lead to system delamination, whereas polyvinyl butyral foil exhibits better environmental performance and even its adhesion to PMMA is lower.

This paper presents atypical surface modification methods that contributed to higher adhesion of lamination systems in glass-free solar modules. Glass front sheet and polymeric backsheet were replaced with PMMA. As the adhesion mechanism in the PMMA-lamination foil system differs from that in the traditional glass system, different PMMA surface treatments need to be evaluated.

The purpose of this paper is to investigate the behavior of interconnections between solar cells in a glass-free solar modules. As glass weight can be a limitation, it is still interesting to investigate other types of systems, especially when the glass was replaced with a polymeric front sheet. Such systems can be more sensitive for the solar cell interconnection ribbon fatigue.

To examine this effect, the set of glass-based and glass-free modules were prepared using various ribbon thickness and treatment concerning its stretching or curving before lamination. Furthermore, additional reinforcement of the connection between the ribbon and the solar cell was proposed. The prepared modules were exposed to the cyclic temperature variation in the environment chamber. The number of cycles after which the interconnection maintains its conductivity was noted.

Changing the outer layers into more elastic ones requires additional care for the ribbon treatment because interconnections become more sensitive for a system relative displacement. To secure interconnection before fatigue an additional curving of ribbon between solar cells can be introduced whereas the best results were obtained for a system with aluminum plate laminated as an interlayer.

The paper presents a new system of a glass-free solar module based on epoxy-glass fiber composite as a backsheet. The glass front sheet was replaced with an elastic, transparent polymer. Such construction can be used in a system where the glass weight is a limitation. As glass has a structural function in traditional modules and limits fatigues of interconnections the proposed system requires additional ribbon treatment to preserve long module life-span.

The purpose of this paper is to propose holistic approach to human resources in the situation of organizational acceleration. Authors are postulating that the holistic approach to HR helps in maintaining sustainable individual resources of employees in the situation of continuous organizational changes and time pressure that further can prevent from the individual resources exhaustion.

This conceptual paper builds on the problem of occupational stress that is connected with organizational acceleration. Authors define stress as the individually perceived inability to match expectations caused by the deficiency of individual resources. They conceptualize the individual resources of employees basing on the concepts of human capital and the individual energy at work and propose a framework of individual resources of employees that enables holistic view of an individual in an organization.

In the situation of organizational acceleration HRM function plays important role in sustaining individual resources of employees in order to minimize threat of occupational stress and further burnout. HR practices should apply multidimensionality of individual resources and threat it holistically aiming at sustaining all four potentials – spiritual, intellectual, emotional and physical.

Authors indicate that managers need to understand how to deal with the acceleration in order to overcome the negative consequences for individuals. There is still need for identifying HR practices that are the key success factors in the situation of organizational acceleration.

Authors take up the current problem of organizational acceleration from the individual perspective. They propose a concept of individual resources of employees and connected to it holistic approach to HR in the times of great time pressure, work overload, occupational stress and burnout threat.

The aim of this chapter is to shed light on the perspectives of organizational innovation in higher education in light of socio-economic transformations as articulated in Vision 2030 for Saudi Arabia. A case study evaluating strategic innovation at the Arabian Gulf University (AGU) in Bahrain was conducted using Balanced Score Cards. A questionnaire was designed to capture enablers and barriers in organizational innovation in higher education. The chapter concluded that institutional inertia, limited implementation and evaluation processes are the key impediments for organizational learning and knowledge management. The study recommends to incorporate organizational innovation to foster entrepreneurship, strategic innovation and learning at higher education institutions (HEI).

Poland’s political and economic transformation after 1989 brought the logic of the neoliberal market into the educational system. These changes, however, were far from the real liberal free market and instead relied on bureaucratic and technocratic local-level apparatus as well as supranational supports (the EU). Moreover, instead of enhancing post-socialist education to bring them up to the level of the core territories, this process pushed education out to the (semi?)periphery. The purpose of this paper is to present selected examples of alternative non-mainstream models of education.

Elements analyzed include: non/academic discourses, with particular emphasis on academic texts, media material and public debates concerning the topic in question.

Two related fields and levels ought to be distinguished: the descriptive level, focused on presenting non-mainstream educational institutions and initiatives, within the socioeconomic context of Poland’s post-socialist transformation; the normative level, with recommendations for policymakers, NGOs and educational activists.

Appreciation of systems parallel and alternative to the neoliberal and technocratic mainstream education system in Poland, with a view to encouraging both policymakers to recognise and develop such initiatives, and members of Polish civil society to create and participate in such forms of education.

Most scholars focus on mainstream education, with a number of exceptions, largely those engaged in the parallel models. This neoliberal model of education is accepted or critically examined, but its technocratic base is not recognised. This text is therefore ground-breaking in that it describes the real mechanisms of the Polish educational system in transition and provides a normative account and recommendations.

This paper investigates the impact of family influence measured by the F-PEC scale on private enterprise (both family firms and lone founders) leadership succession strategy.

The research dataset is comprised of 390 private enterprises whose head offices were situated in the voivodeships of Lower Silesia and Wielkopolska in Poland. The authors collected data through CAPI (computer-assisted personal interviewing) method, as well as through comprehensive, structured interviews with company owners. Data were analysed using hierarchical logistic regression for each type of succession strategy.

The results suggest that increased family influence does not necessarily lead to intra-family leadership succession in private enterprises. Importantly, a range of findings contradicted authors' predictions. The relationship between the overall F-PEC scale values signifying the multi-faceted family influence over the business and the choice of internal successor was weakly negative for the total sample; also, the higher the overlap between family and business values and the higher the commitment to family business, as evidenced by the Culture subscale, the lower was the occurrence of intra-family successor choice in the population of lone founders. The Culture subscale also increased the prevalence of lack of succession planning in the sample of lone founders.

While several studies suggests that family firms may be more prone to choose an intra-family succession scenario, it remains unclear how lower levels of business and succession experience, may influence the successor choice. Indeed, some studies suggest that a strong family influence over a business, may stimulate family firms to choose a family outsider as a business leader. Therefore, the key contribution of this study is contextualizing the response to an ongoing succession debate. This study investigates the strategic choices of companies in the first generation of ownership operating in Poland, which serves as an example of a post-transition economy. While the characteristics of this economic environment may be unique, the authors discuss how the surprising findings may add to the understanding of the general succession processes present in private enterprises.