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UDHËHEQJA NË GRUP. DALLIMET MES STILIT DEMOKRATIK DHE AUTOKRATIK TË UDHËHEQJES

Author(s): Lindita Neziri / Language(s): Albanian Issue: 1/2023

Every individual has an opinion about what is good leadership and what is not good leadership. During childhood and youth, we value the leadership of parents, during education we value the leadership of professors, in the context of the organisation where we work, we value the leadership of the organisation's leaders, at the social level, we value the leadership of policy makers. Leadership is studied at a global level and represents one of the concepts that has been written about in every time and in every place. Leadership affects the quality of everyone's life. This is proven by the results of organisations and communities that change with the change of leaders. Leadership is key to both the development and failure of community organisations. There are many definitions of leadership; however, the common definition is that leadership is perceived as a process in which the leader influences the group to realise their common goal. Leadership is an interactive phenomenon, with leaders directing energy towards individuals in order to accomplish a task or achieve a specific result. It is important to distinguish between leadership as a trait and leadership as a process. According to the first approach, only the individual who possesses talent from birth can be a leader, while according to the second approach, leadership is a learned phenomenon. There are different styles of group leadership, but we focus on democratic and autocratic group leadership. Using the descriptive-comparative method and doctrinal research, the paper highlights the differences between the democratic and autocratic style of leadership on the one hand and the democratic and autocratic leader on the other. The paper ends with conclusions and recommendations for a more efficient leadership in groups.

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THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT FOR THE EFFECTIVENESS OF THE HEALTHCARE SYSTEM

Author(s): Mihajlo Rabrenović,Boban KOVAČEVIĆ,Marko JELIĆ / Language(s): English Issue: 1-2/2024

The scope and limitations of contemporary societies that specialise in man and his needs are reflected within the quality and availability of health care, which is one among the essential goals of general health care coverage, which include the Millennium Development Goals of the world organization. In addition to the political will to boost the healthcare system and therefore the development of an acceptable legal and organizational framework, the adoption and amendment of laws and byelaws, large investments in buildings and equipment are continuously needed. In conditions of the perpetual society shortcomings in providing the above material resources, the crisis in terms of the efficiency of the healthcare system is precisely the management of human resources, which should ensure greater efficiency of those specific organizations whose work is within the public interest. It is, in fact, the necessity to boost strategic approaches to the present important activity of public interest.

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Kendini Belirleme Kuramı Perspektifiyle Ebeveynlik: Psikolojik Kontrol ve Özerkliği Destekleme Uygulamaları Kapsamında Bir Gözden Geçirme

Author(s): Esin Şener,Yeliz Kındap Tepe / Language(s): Turkish Issue: 29/2023

Self-determination theory, which is a general approach used to explain well-being, motivation and personality development, is also one of the most utilized theoretical framework in parenting research in recent years. The aim of this study is to review parenting research which is conducted with self-determination theory perspective and to provide a summary of current discussions to the Turkish literature. In this respect, psychological control and autonomy support which are two parenting practices frequently examined in researches are discussed. This review is structured into six main sections. In the first part, main propositions of self-determination theory regarding parenting are reviewed. In the second part, researches examining the relationships between controlling and autonomy supportive parenting are discussed. This section also includes explanations and discussions on the nature of parenting practices based on the findings mentioned. In the third and fourth parts, the developmental consequences of the parenting practices on children and adolescents are reviewed. In the fifth part, researches about antecedents of parenting, in other words, why mothers and fathers exhibit current parenting behaviors are reviewed. In the last part, current research agendas on parenting practices and research recommendations for future research are discussed.

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Öğretmenler için İçsel Motivasyon Faktörleri: Motivasyon 3.0 Ölçeğinin Geliştirilmesi, Geçerlilik ve Güvenilirlik Çalışması

Author(s): Seher YASTIOĞLU / Language(s): Turkish Issue: 22/2023

The study aims at revealing the factors underlying teachers' intrinsic motivation experiences in educational organizations testing the development, validity, and reliability of the Motivation 3.0 Scale for Teachers based on the intrinsic motivation approach, which originated by Daniel Pink and the works of Harry Harlow and Edward Deci. Three sequential studies have been carried out during the scale development process within the aim of the study. In the first study, an item pool has been created by benefiting from the literature and findings obtained from the structured interviews with the teachers. For content validity, opinions have been taken from the experts of the fields and teachers, who are the target group of the scale, and a draft measurement tool has been created. In studies 2 and 3, which have been conducted by using the quantitative research method, data obtained from a total of 779 teachers working in primary, secondary, and high schools have been subjected to exploratory and confirmatory factor analyses for construct validity, reliability analysis and relationship analyses to obtain evidence for the concurrent validity of the scale. Consequently, the scale, which consists of 3 factors as meaningful purpose, expertise (mastery), and autonomy with 29 items has been added to the literature to determine teachers' intrinsic motivation levels and factors. In addition, expertise (mastery) has been found to be the dimension that increases both the emotional well-being of the teachers and extra-role behavior toward the students.

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CULTURE IN THE CONTEXT OF GLOBAL HUMAN RESOURCES MANAGEMENT

Author(s): Angela Minova,Aleksandar Blazeski / Language(s): English Issue: 1/2024

Working and earning from the comfort of your home is a possibility that is going viral nowadays. Everyone with several years of working experience has the chance to find a suitable remote job with decent earnings; therefore, offices have started to become an unnecessary expense. Remote companies have monitoring systems that monitor the results employees are expected to reach, so the employees are aware that working from home will not change their level of productivity. However, working from the office is a very pleasant and learning experience. Video conferences are unlike meetings in person, where you can witness body language and face expressions while talking to people. At the same time, you can communicate, exchange experiences, network, and be uplifted while in the office. Working from the office gives you the opportunity to meet people from different cultures in person. Sharing the space where you spend your day with people who have different backgrounds means having the capability to adapt to different styles and ways of functioning. This study examines the crucial role that cultural diversity plays in the workplace, followed by the HR methods that management implements for the purpose of harmony within the organization. The significance of culture in molding and impacting worldwide Human Resource Management (HRM) practices has grown in today's linked and ever-changing economic landscape. This study explores the complex relationship between culture and global human resource management (HRM), looking at how cultural differences affect hiring, selection, training, performance reviews, and employee interactions, among other HRM-related activities. This study attempts to offer insights into practical methods for handling cultural differences in a global Human Resources Management setting by analyzing the benefits and difficulties brought about by cultural diversity. This study advances knowledge of the challenges of managing cultural diversity in multinational corporations by drawing on pertinent theoretical frameworks and empirical research, leading to the eventual development of more inclusive and successful HRM strategies worldwide.

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HUMAN RESOURCES MANAGEMENT AND MOTIVATION

Author(s): David Filippos Vakouftsis / Language(s): English Issue: 1/2024

The purpose of this literature review is to examine the relationship between Human Resources Management (HRM) practices and employee motivation, highlighting the role of strategic HRM in enhancing organizational performance. The methodology involves a literature review of peer-reviewed journal articles, books, and credible sources published between 2000 and 2023. The literature search was conducted using databases such as Google Scholar, JSTOR, and the Web of Science, with specific inclusion and exclusion criteria to ensure relevance and quality. The results indicate that effective HRM practices, including recruitment and selection, training and development, performance management, compensation and benefits, and employee relations, significantly contribute to higher levels of employee motivation and satisfaction. The findings underscore the importance of integrating motivational strategies into HRM practices to create a supportive and engaging work environment. Conclusions drawn from the review suggest that organizations should adopt a holistic approach to HRM, continuously evaluate and improve their practices, and involve employees in HRM decisions to enhance motivation and performance. Recommendations for future research include exploring the long-term effects of HRM practices, comparative studies across industries and cultures, and the impact of technology on HRM and motivation. This review contributes to the existing body of knowledge by providing a comprehensive synthesis of current research on HRM and motivation, offering valuable insights for both academics and practitioners.

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ON ORGANIZATIONAL CULTURE IN THE WESTERN BALKANS: A REVIEW OF THE LITERATURE

Author(s): Gordana Nikčević / Language(s): English Issue: 1/2024

This paper reviews literary sources by highlighting studies that explore various aspects of organizational culture in Montenegro, Serbia, North Macedonia, Croatia, Bosnia and Herzegovina and Slovenia. We have chosen this approach because these countries were once part of the Socialist Federative Republic of Yugoslavia, where similar understandings and value systems regarding organizational operations were long established. The value systems that emerged are undoubtedly a result of the transition processes that these countries underwent, shifting from socialist economic systems to market economies. In all the states that belonged to the unique area of the Socialist Federative Republic of Yugoslavia, a nearly identical understanding and long period of time established the same or similar business systems. After the collapse of the country and the formation of independent states, each country went through the same path of transition and found itself in an objectively difficult position. The transition manifested itself through economic transformation, primarily the affirmation of private property, followed by frequent minor economic changes, changes in regulations, political turmoil, crises, and disasters. Therefore, all of these factors had to impact the formation of attitudes, values and norms in the way employees think and behave. The formation of organizational cultures in their companies retained certain specificities that are the result of their national cultures. Research into organizational culture literature reveals that many authors approach the study of this phenomenon by focusing on its impact on organizational performance. The increased importance of theoretical research into organizational culture in different contexts, as demonstrated in this work, stems from the need to consider the management strategy structure within enterprises. Organizational culture influences nearly all aspects of business operations. It affects, to varying extents, key elements such as business strategy, organizational structure, performance style, and company change. It shapes the entire organizational framework, making it a critical factor in business success. The success of many companies has reinforced the belief that a strong organizational culture is crucial for achieving business success. According to this perspective, a strong organizational culture, characterized by a cohesive set of values, beliefs, and behavior patterns, leads to higher productivity and better goal achievement. This success is attributed not to financial capital or cheap labor but to the strength of the organizational culture.

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HUMAN RESOURCE MANAGEMENT AND BUSINESS INTELLIGENCE

Author(s): Duda Balje / Language(s): English Issue: 1/2023

This paper will present the results of the research of relevant literature and research conducted in the practice of small and medium-sized enterprises with the aim of examining the possibilities of applying business intelligence and the impact of human resource management on the improvement of business operations. Companies today, in the conditions of increasing competition, have a complex task of how to survive in the global market and maintain a competitive advantage. In their business, companies are faced with huge amounts of data that they get from internal and external sources and have a huge problem of how to choose and extract from that huge amount of data the ones they need for business. In this sense, companies are increasingly turning to the use of modern information and communication technologies for the purpose of processing large amounts of data, and are especially based on the application of business intelligence and the methods, techniques and tools that this sophisticated technology provides. During the implementation of this research, professional literature, scientific articles, domestic and above all foreign eminent experts were studied, as well as the latest works published on the Internet in the field of business intelligence and human resource management. The goal of this research paper is to present and compare different theories of business intelligence and the impact that human resources can have in business, as well as to present the specifics of business intelligence application, potential costs, risks and benefits that you can expect from the introduction of such a system. In this research work, the problem of effective application of business intelligent systems will be investigated, as well as the critical factors that influence the successful application of these technologies, with a special emphasis on the influence of human resources, methodological approach, through research and studious analysis of the latest scientific research in this field applied, how in theory as well as in practice. The paper will present the results of how the application of business intelligence methods and tools contributes to more efficient operations of small and medium-sized enterprises. In addition, the paper will present the results of a practical example in the practice of a company that is in the process of introducing a business intelligence system, and the way of implementing the decision. The results of the research provide important information for certain companies, as well as managers and providers of IT solutions in search of greater, more efficient and continuous application of business intelligence systems. In order to confirm the theoretical results, research was conducted with semi-structured interviews, detailed conversations with key users of the business intelligence system. When looking at the organizational characteristics of the company and the business environment of using the business intelligence system, we primarily focus on the elements that, along with the considered characteristics of business intelligence and human resources, emphasize their strategic importance for small and medium-sized companies, the size of the company (eg: strategic direction, achieving corporate goals and the company's focus on its clients).

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STRATEŠKI PRISTUPI UPRAVLJANJU LJUDSKIM RESURSIMA U POŠTI SRBIJE - STUDIJA SLUČAJA

Author(s): Marko Pavlović,Jelena Premović / Language(s): Serbian Issue: 23/2024

The aim of this work is to reveal the strategic approach to human resources management in the Postof Serbia based on the opinions of employees. The total number of respondents is 102. In addition tothe theoretical part, the paper also contains empirical research, thus providing significant informationto the sector that has the task of developing and managing personnel in the Post of Serbia. The authorsconducted the research using the survey method, and the further processing procedure was carried outthanks to the statistical program SPSS version 26. The subject of the research is determining the degreeof job satisfaction and work engagement of employees at the Post of Serbia, as well as identifying areasin human resource management that require improvement

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Emotional intelligence within the framework of the ability model: A nomological network analysis of a situational judgment test

Author(s): Sabry M. Abd-El-Fattah / Language(s): English Issue: 6/2018

This study utilized a nomological network analysis approach to empirically validate the Arabic version of the Situational Judgment Test of Emotional Intelligence (SJTEI-AR). A nomological network analysis includes a within-network and a between-network construct validation. The sample of the study consisted of 236 Egyptian undergraduates. The within-network construct validation confirmed the multidimensionality of the SJTEI-AR. The three correlated factor model of the SJTEI-AR fit the data better than the one factor model and the hierarchical model and it was invariant across gender. Females scored significantly higher than males on the utilizing own emotion factor of the SJTEI-AR. The between-network construct validation showed that the SJTEI-AR significantly predicted academic achievement and personality dimensions. The predictability of the SJTEI-AR was evident by significantly predicting academic achievement after taking into account the effect of gender and personality dimensions.

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Perceived stress in Italian coaches and the effect of rebooting in sport activities

Author(s): Giampaolo Santi,Sergio Costa,Cristina Montesano,Attilio Carraro,Maurizio Bertollo,Selenia di Fronso / Language(s): English,Serbian Issue: 4/2024

Perceived stress in Italian coaches and sport mental health were investigated during the rebooting of sport activities following the first COVID-19 lockdown period. A sample of 237 coaches from various sports were asked to answer the Italian version of the Perceived Stress Scale and the Sport Mental Health Continuum, together with reporting of demographic information. Coaches’ perceived stress levels were compared with data collected during the lockdown period. Women showed a significant decrease in their perceived stress levels compared to the lockdown period, whereas this was not true for men. Hierarchical regression indicated that, during the rebooting phase, increased age of coaches and their psychological well-being experienced in sporting contexts (a sport mental health dimension) were predictive of decreased perceived stress levels. Practical implications for practitioners working in this field are discussed in the conclusions.

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THE IMPORTANCE OF THE FACTORS AFFECTING JOB SATISFACTION IN LOGISTIC INDUSTRY

Author(s): Besim Asllani / Language(s): English Issue: 1/2023

Logistics is usually understood as managing supply chain management. The Council of Supply Management Professionals describes Logistics as: „the process of planning, implementing, and controlling procedures for the efficient and effective transportation and storage of goods including services, and related information from the point of origin to the point of consumption for the purpose of conforming to customer requirements. This definition includes inbound, outbound, internal, and external movements”. Logistics is a part of value chain of every company, even if the only product created by the organization is information. There is no possibility to provide customer with any product without transportation of the product itself or materials and goods needed to create it. The cost of logistics is embedded in the price of everything we buy. This cost depends on work performance which is partially determined by job engagement and job satisfaction of people employed in logistics. This is one of the reasons why the author decided to study work satisfaction among employees of this particular sector. This paper seeks to outline the main factors affecting job satisfaction in the logistics industry in Kosovo, the importance of these factors as well as the types of and issues surrounding the measurement of job satisfaction.

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Проучване мнението на медицинския персонал относно етичните проблеми, свързани с осигуряването на хемотрансфузионната терапия при онкологични и онкохематологичти пациенти в България

Author(s): Nina Musurlieva,Ivelina Popova / Language(s): Bulgarian Issue: 3/2023

The aim of the study is to investigate and analyze the practical, moral and ethical problems faced by patients with oncological and oncohematological diseases, their relatives and medical staff as a result of the need for family blood donation.

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The Quality of Life and its Relationship to Psychological Burnout of Faculty Members in Saudi Universities

Author(s): Mazen Omer Al-Mulla,Montasir Kamal Al-Din Mohammed Musa / Language(s): English Issue: 4/2024

The current study aimed to identify the quality of life and its relationship to psychological burnout among faculty members in Saudi universities. The study sample consisted of faculty members in Saudi universities (male and female) in scientific and literary specializations with their various academic degrees in the academic year (2022-2023), whose numbers (202) were chosen randomly. The study used the Quality of Life Scale (1996), prepared by the World Health Organization, based on the psychological burnout of Maslach (1986), and the data was transcribed and statistical processing was performed using the Statistical Package for Social Sciences software. The study reached the following results: The presence of a positive correlation between the quality of life and its relationship to psychological burnout among faculty members in Saudi universities, there was a non-significant decrease in the quality of life among faculty members in Saudi universities. The high level of psychological burnout among faculty members in Saudi universities and the presence of statistically significant differences in the quality of life and its relationship to psychological burnout among faculty members in Saudi universities were attributed to the gender variable in favor of females and the academic rank variable in favor of assistant professors, and the absence of differences in the quality of life among faculty members. In Saudi universities, the variables of academic specialization (scientific, literary), the university and the marital status were not available.

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Leaders in Communicating and Maintaining Sustainable Academic Culture toward the Top Ten Universities in Indonesia

Author(s): Nanang Trenggono,Dhanik Sulistyarini,Andy Corry Wardhani,Anna Gustina Zainal,Suripto Suripto / Language(s): English Issue: 4/2024

For universities, leader performance is a determining factor for success. Organizational culture grows with the organization's leaders. In addition, there is a tendency to change the organizational culture perspective towards subjectivism (Clark, Geertz, Schwartz & Ogilvy, Weick). For the University of Lampung (Unila), which was founded in 1965, it turns out that leaders' communication performance under pressure of problems can maintain its academic culture. Initially, this research began with a decrease in Unila's ranking among Indonesian universities in 2019. After conducting the study, two cultural orientations were found, which are being a research university and an educational university. These two value orientations have the power to increase Unila's ranking among universities, as well as becoming a legacy. In 2022 there was a corruption case by university leaders, accepting bribes in admitting new students. The research continues with a focus on how a guided communication culture can maintain Unila's ranking. Data collection was carried out through intensive interviews with the new rector, vice rectors and faculty deans. The results show a picture of typical leader communication patterns, to maintain a sustainable academic culture. First, in the context of recovery, prioritizing internal communication patterns through ritual activities. Second, the slogan “Be Strong” was symbolically proclaimed within the academic community. Third, the communication pattern that is practiced both in the leadership ranks through the division of roles and among all members is to create togetherness, support each other, and reduce structural barriers.

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Effects of Self-Concept, Discipline, and Institutional Context on Academics' Professional Identities at a South African University

Author(s): Novel Lena Folabit,Loyiso C Jita / Language(s): English Issue: 4/2024

This study investigates how academics’ self-concept, disciplinary background, and institutional context shape their professional identities at a South African university. This qualitative case study research conducted semi-structured interviews with eight university lecturers. The academics were chosen using convenience sampling based on accessibility and willingness to share their experiences. Thematic analysis was applied to identify patterns and themes related to the academics' professional identities. The reciprocal determinism theory framed the study. The study found that a positive self-concept, including confidence, motivation, and engagement, encourages academics to pursue their professional roles ambitiously, while self-doubt hinders professional growth. It also found that meeting disciplinary and institutional expectations, such as administrative workload, H-Index publication pressure, and adapting to new technologies, creates tension as academics balance multiple responsibilities while striving to meet institutional standards. These factors interact to shape how academics see and fulfil their professional roles. The study emphasises the importance of creating supportive institutional environments that recognise and address the various factors influencing academics' professional identities. By promoting a positive work environment, fair compensation, and professional development opportunities, institutions can improve the work-life quality and commitment of academic staff, ultimately contributing to the development of their professional identities.

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Level of Participative Leadership, Quality Culture, Job Satisfaction and Achievement Motivation Lecturer at the Faculty of Sports Science, Universitas Negeri Medan

Author(s): Suryadi Damanik,- Suprayitno,- Mesnan,Usman Nasution / Language(s): English Issue: 5/2024

This research aims to evaluate the level of participative leadership, quality culture, job satisfaction and achievement motivation of lecturers at the Faculty of Sports Sciences, Medan State University. The method used in this research uses descriptive methods and a survey research form. The population and sample in this research were 100 lecturers at the Faculty of Sports Science, Medan State University. The results of the research carried out showed that the participative leadership category showed that it was 80.20% in the "high" category. The quality culture category shows that it is 85.64% in the "high" category. The job satisfaction category shows that it is 70.30% in the "medium" category. The achievement motivation category shows that it is 73.27% in the "medium" category. This shows that although participative leadership and a culture of quality have been achieved well, there are challenges in increasing job satisfaction and achievement motivation of lecturers at the Faculty of Sports Science, Medan State University. These findings show the importance of strategic interventions to increase job satisfaction and achievement motivation, even though the basics of leadership and quality culture are already quite strong

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The Role of Perceived Organisational Support in Predicting Organisational Commitment and Organizational Citizenship Behavior in Professional Organizations

Author(s): Sandhya Singh,Rui Dias,Mohammad Irfan,Rosa Galvão,Paulo Alexandre,Sidalina Gonçalves / Language(s): English Issue: 6/2024

The study examined the "role of perceived organisational support in predicting organisational commitment and organisational citizenship behaviour in professional organisations". The primary data was acquired through a questionnaire from 200 respondents (employees from the finance and technology sectors) via a stratified random sampling technique. Excel and SPSS 26 were utilised for data analysis, and Statistical tools such as Anova, regression and correlation were used. The results demonstrated that perceived organisational support (POS) positively influences organisational commitment. Moreover, it has been found that perceived organisational support (POS) and organisational citizenship behaviour (OCB) in professional organisations have a substantial correlation, and there are significant differences in the perception of organisational support, commitment, and OCB among professionals working in the technology and finance sectors. This study can assist decision-makers and managers in the finance and technology sector in creating a comprehensive plan for organisational support and development programs that effectively include employees in their job responsibilities. The study provides valuable insights into the importance of perceived organisational support in fostering organisational commitment and citizenship behaviour.

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Influence of the Mentis Plus+ Program on the Mental Health of University Students from A Public University in Puno, Peru

Author(s): Duverly Joao Incacutipa-Limachi,Vilma Velasquez-Velasquez,Angela Rosario Esteves-Villanueva,Anny Sucapuca-Cancapa / Language(s): English Issue: 6/2024

The purpose of the study is to determine the influence of the Mentis Plus+ program on the mental health of Anthropology university students at the National University of Altiplano, Puno in Peru. The research was carried out using a quantitative approach with an experimental design, employing a pretest and a posttest. The Positive Mental Health Program for adults was implemented, based on the Lluch Multifactorial Model of Positive Mental Health. The participants were 60 students, divided into an experimental group and a control group, each with 30 participants. The group sessions were implemented systematically and developed over 8 weeks. In the results, before the intervention, both groups, Experimental (E) and Control (C), were in equivalent conditions corroborated with the Mann Whitney U test. After the application of the program, group E showed significant improvements in all dimensions, reaching "Medium" and "High" levels (p = 0.000). In contrast, group C did not show improvements and experienced deteriorations in some dimensions, such as prosocial attitude and self-control. In conclusion, the intervention significantly improved the mental health of the experimental group, while the control group maintained a high prevalence at low levels. These differences underline the positive impact of the Mentis Plus+ program on the mental health of university students.

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Impact of Managerial Skills on Organizational Development: An Applied Study in the Regional Directorate of Transport and Communications of the Amazonas Region

Author(s): Carlos Alberto Hinojosa Salazar,Heisely Mori Pelaez,Benjamín Roldan Polo Escobar,Milagros Natividad Hinojosa Meléndez,Consuelo González Camacho,Ariadna Martínez Caballero / Language(s): English Issue: 7/2024

This study analyzes the relationship between managerial skills and organizational development in the Regional Directorate of Transport and Communications of the Amazon Region during the year 2021. A quantitative approach with descriptive-correlational and nonexperimental design was adopted, using a structured questionnaire applied to a sample of 72 workers. The results show that there is a low but significant positive evaluation between managerial skills (leadership, communication, decision making and motivation) and the dimensions of organizational development (planning, organization, integration and direction). The highest rating coefficient was Rho = 0.300, indicating a moderate relationship between managerial skills and overall organizational development. Although managerial skills influence process improvement and efficiency, other factors, such as organizational structure and available resources, also play a crucial role. It is concluded that it is essential to strengthen managerial competencies through continuous training programs and to improve internal processes in order to optimize organizational development in this public entity. Finally, it is suggested that other factors that may impact organizational development, such as technology and organizational culture, be explored in future studies.

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