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"Employee of the Month" in Romania: a Study on Perceptions

Author(s): Sabina Irimie,Bianca Armean / Language(s): English / Issue: 5/2012

An important and complex problem of labor economics in general and of human resource management in particular, is to effectively motivate employees. At the current juncture, under the spectrum of economic crisis, the controversies of theoretical and practical interest such as the importance of the money, the relationship between motivation, satisfaction and performance at work, are more pronounced and more focused on non-financial forms of motivation. At least in part, this is because the usual ways of saving costs in today's organizations seem to aim primarily the expenses on staff (wages, rewards, training funds and so on). In this context, the paper aims to highlight the perceptions of employees on the program "Employee of the Month", as it was implemented in a Romanian organization (in a hybrid approach, combining monetary rewards and recognition awards specific to most common forms of program). Thus, the main results of our study reflect the opinions of people involved in this program, and allow us to sketch some possible changes based on the feedback from employees, in order to further improve the effectiveness of the program.

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"Укриття" четвертого енергоблоку чаес у контексті вдосконалення і розвитку сучасних напрямів дизайн-діяльності

Author(s): Vladimir Syomkin / Language(s): Ukrainian / Issue: 35/2015

Humanities and artistic perspective directions of modern design shows the activity of the whole range of ideas to expand on design activities. These questions find their vidobratgggzhennya in various publications, research copyright and printed materials, but systematic scientific study on the said issue a reasoned and available only in the author's book "Design trends and directions of development." The purpose of this article is to develop and justify the design proposals for a solution "Shelter" in the context of optimizing the structure of the aftermath of the disaster at Chernobyl fourth power and the possibility of using this model in the closure of other plants at the end of their life cycle. The staff of the National Research Institute developed a design solution design version of consequences of the Chernobyl disaster (the design development made in 1994). This version does not claim perfection in its design, provides the further development of its components with the participation of a wide range of specialists. This development is typical, although not a typical example sotsiodyzaynu and naturally ecodesign. The initial argument for making design concept were the following considerations: - No reliable theoretical and practical studies perspectives "behavior" of the destroyed fourth power unit at the sarcophagus (any design!), That there is no guarantee that there will be no explosion or radioactive emissions that continue, will not take a catastrophic power and lead to irreversible consequences to the gene pool of Ukraine and other neighboring countries; - Any construction of any new shelter cannot guarantee its reliability nor save our land from the radioactive genie, nobody can also insure us from the underground penetration of radiation into the environment in the area of shelter; - Construction of any sarcophagus in the area over the fourth power structures attached third power associated with difficulty in terms of long-term autonomy of such facilities. In Ukraine, as in the world, the problem of nuclear power plants that have exhausted their resources, is in fact not yet done, and the chance of turning them in the future, for example, cyclopean sarcophagi cannot zhahnuty humanity absurdity of such a perspective. In fact, areas with similar sarcophagi are hundreds of years and this exclusion zones at least. So sarcophagus not be regarded as an optimal perspective or in the case of the fourth power unit of Chernobyl, nor at the decision of a wider problem: what to do with nuclear power plants at all – at the end of their life? Based on the foregoing, we believe that this time the international community should not be the task of strengthening the sarcophagus (although current work necessary), and elimination of radioactive masses fourth power, the elimination of the sarcophagus, deactivation of all land in the area sarcophagus. Everything must be accompanied by processing whole mass contaminated by radiation from the strictest observance of environmental safety in the course of the whole process of elimination, but science has not yet found effective technologies to this problem.

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410 Romanian Managers’ Opinion Regarding the Place and Role of the Organizational culture in the Sustainable Development Management

Author(s): H. C. Ion Petrescu / Language(s): English / Issue: 3/2011

In the sustainable development management, the following important elements are present and operate: rules of conduct, values, aspirations and expectations, beliefs, specific myths, learned behavior patterns, habits, visible symbols of the company, motivation / reward systems, rights and obligations, components of the organizational culture. These generate the way the activities of sustainable development are structured. The organizational culture influences the sustainable development at the economic, social and environmental level. It contains sustainable values for change, oriented towards the sustainable development management.

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A new method of job evaluation

A new method of job evaluation

Author(s): Wiktor Adamus / Language(s): English / Issue: 1/2009

Job within organization can be discussed in the context of its quantity possible to do, quality resulting from its difficulty level and effect achieved by the employee that is effects of his work. To measure job from a quantitative point of view we use work norms as a function of time standards, products quantity or service level. It is much more difficult to measure qualitative job parameters than measuring quantity of job and its effects. In the literature we know several methods to job evaluation. However, none of them determines precisely the value of individual job evaluation within organization. The paper aims to develop a new method to measure and assess qualitative parameters of job in a simple, transparent, universal and timeless way. When evaluating a given feature, factor, object, subject we weight various quality and quantity criteria relative to an accepted pattern or value in a given organization, society or culture. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. Building a system of job evaluation in the organization 7. synthetic criteria were taken: knowledge, experience, wisdom, psychological and physical effort, intellectual effort, responsibility and cooperation. Each synthetic criterion was given a few analytical criteria, which in turn was assigned a verbal, adjective level of intensity. To solve the problem we used a multicriterial problem solution method AHP (Analytic Hierarchy Process). By pair wise comparison of each synthetic criteria (on a verbal scale) in relation to job quality in the Saaty’s fundamental scale we arrived a weight comparison matrix (priorities) within the range [>0,<1]A sum of weights from comparisons of all synthetic criteria is equal to one. Next, the same scale was used for comparisons of analytical criteria (sub criteria) and their values in relation to particular synthetic criteria. Each analytical criterion was given weight (priority) resulting from comparisons, their total sum for each synthetic criterion is also equal to one. Next, each analytical sub-criterion in the system of work quality assessment was assigned adjectival level of intensity, also in a numerical scale calculated from a matrix of verbal adjectival comparison scale. The sum of those weights is also equal to 1. Our method differs from all its predecessors by the fact that a final weight (priority) for a given analytical factor is a multiplicative value transferring values from synthetic criteria onto analytical, those in turn into point assessments. Certain interdependencies between factors examined are not linear, just like in a real world. Having all the numerical values for all synthetic, analytical criteria and analytical intensity sub criteria, we calculated point values of hundreds of possible work positions in various enterprises. All those values were aggregated in matrices (tables). The method developed has a universal value in the sense, that with its use the job that can be valued can be directly manufacturing (service) as well as indirect – managerial or administrative. Moreover it can be used in various organizations, cultures, societies or states. The method is well grounded in cognitive psychology, applied mathematics and computer science.

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A Role of Motivational Methods in the Management System in Industry

Author(s): Ganijonovich Jalilov Jamshid / Language(s): English / Issue: 05/2014

The main goal of the paper, to discuss mot ivat ional methods in industry enterprises and consumers of production of industrial enterprises. Motivational methods will divide two big groups. Each of big groups include different motivational methods. The first group of motivational methods is complex of stimulating factors, means, key factors and stimulus promoting a better and effective work of enterprise working person.the 2nd-group methods of motivation is complex of factors, means, key factors and the stimulus stimulating consumers of production of food industrial enterprises.

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A six-factor model of brand personality and its predictive validity

Author(s): Marko Živanović,Sofija Čerović,Jovana Bjekić / Language(s): English / Issue: 2/2017

The study examines applicability and usefulness of HEXACO-based model in the description of brand personality. Following contemporary theoretical developments in human personality research, Study 1 explored the latent personality structure of 120 brands using descriptors of six personality traits as defined in HEXACO model: Honesty-Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness. The results of exploratory factor analyses have supported HEXACO personality six-factor structure to a large extent. InStudy 2 we addressed the question of predictive validity of HEXACO-based brand personality. Brand personality traits, but predominantly Honesty-Humility, accounted for substantial amount of variance in prediction of important aspects of consumer-brand relationship: attitude toward brand, perceived quality of a brand, and brand loyalty. The implications of applying HEXACO-based brand personality in marketing research are discussed.

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A Strategic Approach to Conflict Management Systems

A Strategic Approach to Conflict Management Systems

Author(s): Laura Adriana Bădițoiu,Aurelia Stanescu / Language(s): English / Issue: 5/2018

As a practice of identifying and handling conflicts, conflict management has been subjected to an intense scrutiny and even criticism, coming from both traditionalists (still dominant among Romanian managers), and progressive managers. As a result, conflict management systems got blamed for not including all stakeholders’ interests, as well as for undermining managers’ authority, among other not less important aspects. However, the solution to conflict management systems’ perceived flaws may reside in a strategic approach to conflict management, which should complement each organization’s strategic goals and existing structures, and therefore replace the best practices approach with a configurational approach focused on the best strategic fit for every organization.

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A typology of organizational cultures in terms of improvement of the quality management

A typology of organizational cultures in terms of improvement of the quality management

Author(s): Radoslaw Wolniak / Language(s): English / Issue: 17/2013

There is in the paper, the analysis of research conducted by author’s carried out under the Higher Education Grant. There is an original typology of organizational cultures in terms of improvement of quality management. Organizational cultures were divided in their four types: the culture of pro-quality (success), avoidance culture, culture of conservative (stiff) and the culture of enforced changes. The study focuses especially on the culture of pro-quality, for which it had been a detailed characterization.

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A. P. Sloan Jr. and leadership

A. P. Sloan Jr. and leadership

Author(s): Sorin George Toma,Andreea Săseanu,Paul Marinescu / Language(s): English / Issue: 19/2014

Organizing the manufacturing processes constituted probably the most difficult challenge in the American automotive industrial in the 1920's. A. P. Sloan Jr. was one of the greatest captains of industry and shaped General Motors Corporation into the largest automotive manufacturer of the world. His creative approach on how to mix a degree of decentralized responsibility with centralized control remains a useful example for even, corporate leader. The aim of our paper is to emphasize the contribution of Sloan Jr. to the development of leadership. The methodological approach is literature review.

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Adaletin Olmadığı Yerde Islık Çalamamak, Örgütsel Adaletin Whistleblowing (İfşa Etme) Niyeti Üzerine Etkisi

Adaletin Olmadığı Yerde Islık Çalamamak, Örgütsel Adaletin Whistleblowing (İfşa Etme) Niyeti Üzerine Etkisi

Author(s): Ferda Alper Ay / Language(s): Turkish / Issue: 4/2018

Disclosure of unethical practices by employees in organizations, it is important for provide significant improvements in the success and competitiveness of the organization. This study aimed to determine the effect of organizational health perceptions of 112 Emergency Health Services employees on whistleblowing behaviors. In the emergency health services of Sivas Provincial Health Directorate, data was obtained from 250 employees working in 112 emergency health services working in the Provincial Command Center Chief Physician. Descriptive statistics, correlation and regression analysis were used to evaluate the data. According to the research findings, it was determined that there was a significant relationship between organizational justice and whistleblowing behaviors. In addition, organizational justice perception has been found to have a positive effect on whistleblowing behaviors. Ensuring organizational justice, helps in increasing whistleblowing intent and reducing unethical practices in the organization.

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ADVANCED AUTOMATION TECHNOLOGY, LABOR MARKET INSECURITY, AND COLLECTIVE JOBLESSNESS: THE DETERMINANTS, CONSTRAINTS AND EMPLOYMENT EFFECTS OF ROBOTS AND ARTIFICIAL INTELLIGENCE ON THE REALM OF WORK
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ADVANCED AUTOMATION TECHNOLOGY, LABOR MARKET INSECURITY, AND COLLECTIVE JOBLESSNESS: THE DETERMINANTS, CONSTRAINTS AND EMPLOYMENT EFFECTS OF ROBOTS AND ARTIFICIAL INTELLIGENCE ON THE REALM OF WORK

Author(s): MELISSA CONNOLLY-BARKER / Language(s): English / Issue: 2/2018

I draw on a substantial body of theoretical and empirical research on advanced automation technology, labor market insecurity, and collective joblessness, and using and replicating data from OECD/PIAAC, Pew Research Center, PwC, and The Economist, I performed analyses and made estimates regarding percentage who says automation will lead to new, better-paying jobs, jobs that will likely be eliminated by robots in the future, automation risk by job type (%), automation risk (50% or higher) and GDP per person (selected countries), and percentage of existing jobs at potential risk of automation.

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AKADEMİSYENLERİN DUYGUSAL EMEK DÜZEYLERİNİN İNCELENMESİ

AKADEMİSYENLERİN DUYGUSAL EMEK DÜZEYLERİNİN İNCELENMESİ

Author(s): Velittin Balci,Övünç Erdeveciler / Language(s): Turkish / Issue: 2/2019

This study aimed to evaluate the level of the academics' emotional labor, which has become an economic value and which can be the predecessor or successor of many organizational behavior variables, and to evaluate what kind of relatively superior features it contains in terms of superficial, deep role-playing and natural emotion. In this study; 398 academicians from 4 universities in Hacettepe, Gazi, Ankara and Bilkent University participated in Ankara. The reason for collecting data from academicians is that they are among the occupational groups that are most expected for emotional labor. In the study, we used quantitative research model, and to gather data in addition to personnel information form, we used the Turkish version of Diefendorff et all' s emotional labor scale. The data analyzed with SPSS 21 package program using frequency, percentage, independent samples t-test, and one-way ANOVA. According to the analysis results, when we examined the demographic data of the participants, we found that 49.7% were female, and 50.3% were male. When the age groups were examined, it was found that the average was 40.63. In the findings of the study conducted to determine the emotional labor levels of academic staff, significant differences were found only in the 'superficial role-playing' sub-dimension of the t-test results according to gender, while no significant difference was found in the other sub-dimensions. There was a statistically significant difference in the overall scale (p = .0200; p <.05). According to ANOVA results, there were no significant differences in overall and in the sub-dimensions of the scale. Considering that the concept of emotional labor is essential for employees who are mostly in face-to-face communication, more meaningful and generalizable results can be achieved by applying this scale in different occupational groups other than academics.

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Akademisyenlerin Örgütsel Adalet Algıları ve Örgütsel Vatandaşlık Davranışları: Psikolojik Sermayenin Aracılık Rolü

Akademisyenlerin Örgütsel Adalet Algıları ve Örgütsel Vatandaşlık Davranışları: Psikolojik Sermayenin Aracılık Rolü

Author(s): Simge Samanci,H. Nejat Basım / Language(s): Turkish / Issue: 2/2018

The main goal of the universities is to train individuals who have sufficient knowledge and skills and who will receive high demand in business life with their strong academic staff. For this reason, it is very important that graduates with the necessary equipment and knowledge from the universities of the students who are the only hope for the future of the countries. This study explores the mediating role of psychological capital between organizational citizenship behavior and perceived organizational justice with the help of the structural equation model. In this respect, 6,643 questionnaires were sent to the academic staffs from 190 selected universities in the Republic of Turkey with random sampling method and the data were collected from 611 respondents. After analysis of data it has been found that organizational justice partially affects organizational citizenship behaviors and similarly it is found that psychological capital has partial influence on organizational citizenship behaviors. On the other hand, the result is that the psychological capital has a partial mediating effect on the model. It has been found that studies on the possibility that the psychological capital can be an intermediary variable are very limited. In this context, it is thought that this study can contribute to the literature.

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Akademisyenlerin Psikolojik Sağlamlık ve Mutluluklarının Belirleyicileri Olarak Sosyal ve Örgütsel Destek

Akademisyenlerin Psikolojik Sağlamlık ve Mutluluklarının Belirleyicileri Olarak Sosyal ve Örgütsel Destek

Author(s): Tahsin Akçakanat,Hasan Hüseyin Uzunbacak,Serpil Köse / Language(s): Turkish / Issue: 3/2018

This research focuses on determining the factors that affect the psychological resilience and happiness of academicians. In this context, social and organizational support was determined as independent variables of the research, then the model was created. The study also examines the effect of psychological resilience on happiness. In this study, 271 academicians working at Süleyman Demirel University and Mehmet Akif Ersoy University constitute the sample of the researcher. The data obtained using convenience sampling method and sample survey technique were analysed with SPSS and Lisrel programs using the structural equation model. As a result of the analysis, both social support and organizational support were found to have positive effects on psychological resilience and happiness. In addition, it was concluded that psychological resilience has a positive effect on happiness. When dimensions were analysed on a case-by-case basis, it was found that the determinants of the happiness of academicians are friend support, organizational justice and psychological resilience. According to the results of the research, it is the variable "psychological resilience" which has the highest effect on the happiness of the academicians.

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Algilanan aşiri nitelikliliğin iş tatmini ve işten ayrilma niyeti üzerine etkisi: örgüt temelli özsayginin düzenleyici rolü

Algilanan aşiri nitelikliliğin iş tatmini ve işten ayrilma niyeti üzerine etkisi: örgüt temelli özsayginin düzenleyici rolü

Author(s): Ali Acaray / Language(s): Turkish / Issue: 2/2019

Perceived overqualification is that the characteristics of employees such as education, knowledge, skills, and abilities are more than the requirements of job description. Employees' feeling in this way may negatively affect job satisfaction and intention to quit. But, these negative work outcomes could be lessened through various conditions. The aim of this study is to examine the moderating role of organization-based self-esteem on the effect of perceived overqualification on job satisfaction and intention to quit. The data of the study were gathered by the survey technique from 316 employees working full time in the banking sector by using convenience sampling method. Research results carried out that perceived overqualification was related to lower satisfaction and to higher intention to quit. Organization-based self-esteem had a moderating role on the effect of perceived overqualification on job satisfaction and intention to quit.

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ALGILANAN AŞIRI VASIFLILIK VE BİREYSEL KARİYER PLANLAMASI İLİŞKİSİNDE ALGILANAN ÖRGÜTSEL DESTEĞİN DÜZENLEYİCİLİK ETKİSİ

ALGILANAN AŞIRI VASIFLILIK VE BİREYSEL KARİYER PLANLAMASI İLİŞKİSİNDE ALGILANAN ÖRGÜTSEL DESTEĞİN DÜZENLEYİCİLİK ETKİSİ

Author(s): Metin Işik / Language(s): Turkish / Issue: 18/2019

Individual career planning is a process in which the individual determines his/her career-related goals and uses the means to achieve these goals. While there are many factors affecting this process, one of these is the phenomenon of perceived over qualification, expressed as the idea of having an individual’s skills and training exceeding certain job requirements. On the other hand, in the background of the many behaviours that an individual exhibits in his / her work life, the individual’s perception of support for his organization lies. In this context, in this study, the effect of perceived organizational support on the perceived over qualification and the relationship between individual career planning is tried to be examined. For this purpose, a quantitative research was conducted. Data were obtained from public and private sector employees in Bitlis, Turkey. Reliability, validity, exploratory factor and hierarchical regression analyses were performed on the data. In the analyses conducted, it was determined that the perceived organizational support had a moderator effect on the relationship between perceived over qualification and individual career planning. In addition, it was found out that the education level had a moderator effect from the control variables. In addition to contributing to the literature, the research is also expected to guide business managers.

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Algılanan Güçlendirmenin Çalışanların Performans Ve Örgütsel Vatandaşlık Davranışları Üzerine Etkisi

Algılanan Güçlendirmenin Çalışanların Performans Ve Örgütsel Vatandaşlık Davranışları Üzerine Etkisi

Author(s): Meral Bektaş,Şerife Karagöz / Language(s): Turkish / Issue: 5/2018

Seen as an important motivational factor the empowerment perception affects employees' tendency to feel as a part of organization and psychologically to demonstrate volunteer organizational citizenship behavior and affect’s their performance. For this reason those whom felt themselves empowered within the framework of social change theory are likely to respond with organizational citizenship behavior. Organizational citizenship behavior describes the voluntary behaviors of labour to contribute the effectiveness of organizations. This research, examines the effects of performance and organizational citizens behaviors of employee’s on perceived empowerment in some of the company employees operating in Burdur and survey method was used as a data collection tool. According to the results of the study, perceived empowerment has a positive impact on employee performance and organizational citizenship behavior.

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Algılanan Kontrolün Psikolojik Sahiplenmeye Etkisinde Maksimum Fiyatı Ödeme İstekliliğinin Düzenleyici Rolü: Mercedes Marka Otomobil Kullanıcıları Üzerinde Bir Araştırma

Algılanan Kontrolün Psikolojik Sahiplenmeye Etkisinde Maksimum Fiyatı Ödeme İstekliliğinin Düzenleyici Rolü: Mercedes Marka Otomobil Kullanıcıları Üzerinde Bir Araştırma

Author(s): Selma Kalyoncuoğlu / Language(s): Turkish / Issue: 3/2018

Perceived control is one of the elements of psychological ownership. The effect of willingness to pay more which is a variable changing and differentiating the direction and/or strength of the relation between the two has been included in the research model. In this regards, this study aimed to investigate moderating effect of willingness to pay more in the relation between perceived control and psychological ownership within the framework of consumer behaviour. This study was carried out with Mercedes brand automobile owners and a total of 402 consumers’ attitudes were measured. The results of the study showed that perceived control had a positive effect on psychological ownership level of Mercedes brand automobile owners and willingness to pay more had a moderating role in this effect. It was revealed that the relation between perceived control and psychological ownership increased for individuals who were more willing to pay more; on the other hand, this relation was not affected much for individuals who were less willing to pay more. Therefore, it has been concluded that the relation between individuals’ perceived control and psychological ownership was stronger in individuals who were more willing to pay more compared to individuals who were less willing to pay more.

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ALGILANAN ÖRGÜTSEL DESTEK VE ÖRGÜTSEL ÖĞRENMENİN İÇ GİRİŞİMCİLİK DÜZEYİ ÜZERİNE ETKİSİ: KIRIKKALE BELEDİYESİNDE BİR ARAŞTIRMA

ALGILANAN ÖRGÜTSEL DESTEK VE ÖRGÜTSEL ÖĞRENMENİN İÇ GİRİŞİMCİLİK DÜZEYİ ÜZERİNE ETKİSİ: KIRIKKALE BELEDİYESİNDE BİR ARAŞTIRMA

Author(s): Gamze Ebru Çiftçi,Bengü Hirlak,Lütfi Doğan / Language(s): Turkish / Issue: 7/2018

In this study, it is aimed to determine the effects of employees’ perceptions of organizational support and levels of organizational learning on intrapreneurship behaviours. For this purpose, a survey was conducted on a total of 100 employees working in Kırıkkale Municipality. Questionnaire method is used to collect the data. The survey questions were taken from scales whose reliability is proven in the literature. The data obtained from the questionnaires were analysed by using the SPSS program. According to the results of the study; it is determined that there is a positive effect of open-mindedness of organizational learning dimension on innovativeness, risk taking, autonomy and expanding networks. Also, from organizational learning dimensions, it is indicated that only learning commitment and shared vision have dimensions that have a positive effect on proactivity. Finally, it is found that the perception of organizational support has a positive effect on innovativeness and proactivity.

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Algılanan Psikolojik Şiddet İle Duygusal Tükenmişlik Arasındaki İlişkide Örgüt İçi Sessizliğin Aracılik Rolü

Algılanan Psikolojik Şiddet İle Duygusal Tükenmişlik Arasındaki İlişkide Örgüt İçi Sessizliğin Aracılik Rolü

Author(s): Aynur Taş,Anil Boz Semerci,Azize Ergeneli / Language(s): Turkish / Issue: 1/2017

Mobbing has become a subject that is increasingly attracting attention and investigating by researchers because of the negative consequences for individual and organization. Examining the process of mobbing in detail and revealing the concepts that it influences is important in anticipating and preventing possible individual and organizational consequences of mobbing. In this study, the impact of mobbing on emotional burnout and the mediating role of the silence within the organization are examined by structural equation modeling. The obtained findings have revealed the mediating role of silence within organization between the individuals’ perceived mobbing and emotional burnout. The results are interpreted for researchers, managers and employees and suggestions are given. Lastly, the paper concluded with its limitations and contributions for further studies.

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