Job insecurity is one of the predominant work stressors, which employees have to deal with. It is related to a great variety of negative consequences for individuals as well as their organizations. This paper focuses on the nature of job insecurity, its consequences and on individual coping in the context of job insecurity. Since job insecurity is perceived as an important phenomenon in contemporary organizations, it is important to identify factors that can possibly decrease the perception of job insecurity or at least diminish its negative effects.

In the Labour Code, the Polish legislator did not indicate how employers should implement a duty to counteract the phenomenon of mobbing (contained in Art. 94³ § 1 of the Labour Code). Therefore, this should be clarified by the employer in the internal regulations of the company and these should contain specific, general minimum requirements concerning prevention that the employer should execute. To create an effective prevention policy it is necessary to create an exemplary catalogue of behaviours that make up the company's internal anti-mobbing policy. At least the general legal framework of extrajudicial forms of protection against mobbing and instruments related to this protection should also be elaborated and applied before entering into litigation.

Implementing the obligation specified in Art. 943 of the Labour Code, the employer should also undertake to help the victim and eliminate mobbing occurring in the workplace, drawing consequences against the employee who applies the mobbing. The intervention should be done by carrying out an internal investigation with the help of trade unions, labour inspection, anti-mobbing associations, moderators, mediators, experts, occupational health services, etc. The next step should be the provision of psychological, legal support, etc. to the victim of mobbing and consideration of applying sanctions against the perpetrator of the mobbing. It is also important to bring new public institutions to life, the aim of which would be broadly defined anti-mobbing prevention, and assistance and support for the victims of such violence.

This article presents the concept of social capital. The value of this capital is based on social relations and mutual trust of individuals. Research has shown that social capital is a predictor of various factors essential for the quality of life and development of societies, e.g., health, innovativeness, productivity, on individual and group level, at work and in private life. The article presents definitions and research on predictors and consequences of social capital at work.

In this article, studies on generational differences in work values have been reviewed. Three generations were taken into account: boomers, generation X and generation Y. The structure of the article based on the following values classification: centrality of work, growth values, extrinsic and intrinsic values, social values and security values. The review showed that the greatest generational differences refer to growth values (e.g. advancement) – they are higher among generations X and Y than Boomers. Great differences refer also to value of security (higher among Boomers). In case of many values there are similarities between generations: extrinsic values (e.g. money) are of great importance among all generations, although they are rated a bit higher by younger generations, in contrast to intrinsic values that are rated higher by the older generation. Practical implications of these differences were discussed. They should be taken into account by human resources management and during improving working conditions by adapting them to generational preferences in work values.

Burnout is the subject of research for many years. Currently, it is a problem of enjoying the constant interest. Therefore, the aim of this article is an attempt to present the phenomenon of burnout among social professions, especially in regard to the teaching profession. It's hard not to agree with the prevailing view that in the face of this professional group are placed quite high requirements. Poorly organized work environment, unsatisfactory wages, underestimating the work and imposing more and more administrative duties become a source of stress for today's educators, and burnout. Without a doubt, this phenomenon is a serious problem today. The effects of burnout borne not only by the affected employee himself, but also the organization in which he is employed. Moreover, the consequences of burnout feel the students as well as colleagues. For this reason, it is worth raising the awareness of teachers and directors of education about burnout and coping with it.

The relations with many knowledge disciplines, multi-disciplinary character of the occupational safety and health, requires from the theoreticians and practitioners carried the works on OSH,  broad and diverse knowledge, gaining over the needed information from many different sources of information.  At the current globalization and the development of computer technology the portals of the international institutions and organizations, which gather different information in one place,  are very useful. In the article the present version of the International Labour Organization portal is described shortly, particularly in the frame of occupational safety and health.