The aim of this article is to provide an empirical analysis of investment recommendation accuracy on Polish Stock Exchange. The study also intended to defining the concept of investment recommendation quality and classifying the dimensions through which it can be assessed. Based on data from 2005 to 2019 the accuracy of investment recommendation was calculated using four approaches. All four indicators indicate low level of accuracy of investment recommendation in Poland.
This paper examines the structural design of the EU Inter-TSO Compensation (ITC) mechanism, which aims to remunerate transmission system operators for the costs associated with cross-border electricity flows. Building on the established legal and institutional framework and earlier analytical critiques, the paper develops a new stylized three-zone counterexample to assess how the mechanism allocates costs under realistic network interactions. The analysis shows that settlement rules based on boundary-flow proxies can assign compensation in ways that diverge from the physical origin of network burdens and may fail to penalize behavior that increases reliance on external networks. This finding complements existing paradoxes in the literature and highlights how proxy-based clearing can mute or distort operational and investment incentives, particularly in meshed networks with internal congestion. The contribution is analytical rather than empirical and is intended to clarify the scope and limitations of what the ITC mechanism can reasonably be expected to achieve, given its current design and informational basis.
(Wydawnictwa AGH, 2026) Bieńkowska, Agnieszka; Tworek, Katarzyna
This article examines the role of Employees' Dynamic Capabilities (EDC) in shaping job performance through the influence of authentic and fake leadership styles. It addresses a critical gap by exploring how EDCs moderate the relations between leadership styles and job performance, mediated by intraorganizational trust, work engagement, work motivation, and organizational commitment. Data obtained from questionnaires from 289 organizations in Poland were analyzed using multigroup path analysis. The findings show that authentic leadership positively influences job performance by enhancing trust, engagement, commitment, and motivation, and the strength of this influence is higher among organizations with higher levels of EDCs. Conversely, fake leadership negatively impacts job performance, with more pronounced effects in low EDC environments. Most importantly, high EDC levels can buffer against the negative effects of fake leadership. The study highlights the importance of fostering EDCs to leverage authentic leadership benefits and mitigate fake leadership harms.
