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EMOTIONAL WELL-BEING AMONG PROFESSIONALS IN CREATIVE INDUSTRIES

Author(s): Tatjana Milivojević,Ljiljana Manić,Mirjana Tankosić / Language(s): English Issue: 2-3/2023

The research delves into the realm of emotional well-being among professionals engaged in a spectrum of creative industries, including but not limited to publishing, media, graphic design, music, film, information technology (IT), and software development. Th e primary objective is to examine how individual emotions and professional responsibilities interact within the creative sectors. Th e study on the emotional well-being of professionals in CI utilized quantitative research methods for the collection of numerical data, enabling measurements and statistical analysis. In addition to employing general scientific methods for results analysis, surveys were used for data collection. Th e study unfolds under thematic headings, each elucidating layers of understanding. Through this comprehensive lens, the aim is to unravel the emotional threads that weave the unique fabric of professional life within the dynamic and ever-evolving realm of CI. Acknowledging the emotional nuances embedded in creative work fosters a deeper understanding of the challenges, motivations, and inherent complexities that sculpt the professional lives of individuals in creative fields.

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Digital Literacy, Organizational Support, and Learning Community in Independent Teaching Platform towards Teacher Performance

Author(s): Elis Rosliani / Language(s): English Issue: 4/2024

The aim of the research is to examine the influence of digital literacy, organizational support, and community learning in independent teaching platform on the performance of teachers. The research method used is quantitative with survey. The population in this study were all teachers of Senior High School at West Java Province, totaling 55.820 teachers. By using Slovin formulation with 10% of error degree, the research samples are 100. The researcher uses random sampling to determine the respondents to be sample of this research. The data collection technique uses a questionnaire with a Likert scale. The data analysis technique uses multiple regression using the SPSS Version 22 program. The research results are: 1. There is effect of digital literacy on the performance of teachers of Senior High School of West Java Province; 2. There is effect of organizational support on the performance of teachers of Senior High School of West Java Province; 3. There is effect of community learning in independent teaching platform on teachers of Senior High School of West Java Province; and 4. There are effect of digital literacy, organizational support, and community learning in independent teaching platform on the performance of teachers of Senior High School of West Java Province.

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Exploring the Foundations of Leadership Excellence: A Theoretical Construct Analysis

Author(s): Abeer Wadullah Baker,Zeyad Ali Abbas,Yahya Majeed,Huda Yousif Khattab,Dmytro Khlaponin / Language(s): English Issue: 5/2024

Effective leadership is essential for the success of any organization. However, the notion of excellent leadership is intricate, with diverse theoretical perspectives proposed.This paper aims to analyze three prominent leadership theories, namely transformational, servant, and authentic leadership, through a systematic review of literature. A methodical exploration of peer-reviewed articles was carried out in essential databases to locate literature on the three theories released from 2017 to 2022.Transformational leadership inspires followers through idealized influence, inspirational motivation, intellectual stimulation, and personalized consideration. Servant leadership prioritizes follower interests, serving them first and foremost. Authentic leadership requires self-awareness and relational transparency between leaders and followers.While each theory provides valuable insights, combining elements from all three theories may provide the most comprehensive view of leadership excellence.

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The relationship between organizational climate and organizational commitment in light of the employee empowerment behavior variable during the COVID-19 pandemic: a case study of the general hospital of Kettar Algeria

Author(s): Hassiba Hadouga / Language(s): English Issue: 1/2024

Research background: Organizational commitment within an organization is usually considered a factor that can positively influence employee behaviour, but not only directly, but also through the organizational climate within the organization. Purpose of the article: Many studies have focused on investigating the relationship of organizational commitment and employee behaviour, as well as by focusing on the relationship between organizational climate and employee behaviour. Therefore, this article also aims to verify the relationship of organizational commitment and organizational climate in light of the employee empowerment behaviour variable for a hospital. The general hospital of Kettar Algeria was selected during the period of the COVID-19 pandemic. Methods: The analysis uses data collected from the General Hospital in Algeria 2019-2020. The relationship between organizational climate and organizational commitment is verified in light of the employee behaviour variable, and the analysis was also done using the Statistical Package for the Social Sciences, to test the existence of a strong relationship between the organizational climate and organizational commitment and employees’ perceptions of empowerment. Through regression analysis and correlation between variables and using analysis of variance (ANOVA) and linear regression analysis to test hypotheses. For data analysis in this study, we used PLS with smart PLS version 3.2.7 and version 20. With Smart PLS, two steps were implemented, namely, the scaling model and the structural model. Findings & Value added: The results of the analysis confirm that organizational commitment and organizational climate have a strong impact on the employee behaviour variable as well as other indicators within the organization under study. During the COVID-19 pandemic period, therefore, it is necessary to prepare policies that can enhance worker performance within the organization under study.

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Psychological Impact of Corporate Social Responsibility Practices

Author(s): Nikole Edmond Yapputro,Vania Cindy Callista,Theresia Angela De Vercelli,Maria Anastasya Sinamo,Fransisca Iriani R. Dewi,P. Tommy Y. S. Suyasa / Language(s): English Issue: 6/2024

There are various studies that have discussed the impact of Corporate Social Responsibility (CSR). However, the author has not found any studies that summarize this impact as a whole. The aim of this research is to summarize the various psychological impacts of CSR practices. CSR is a form of obligation carried out by company (managers) in carrying out activities based on community values and expectations. This research uses the scoping review method. In the process of searching and selecting relevant literature, six databases were used, based on six inclusion criteria. A total of 95 articles published between 2014 and 2024 were identified, screened, tested for eligibility, and reviewed by the author. The author found at least 12 psychological impacts of CSR programs. The twelve psychological impacts are categorized based on benefits for the company, employees, and society. It is hoped that these various psychological impacts can become a basis for balancing companies in organizing, evaluating, and planning CSR practices.

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The Correlation Between Educational Levels, Fields of Study, and Program Types and the Ability to Work in a Team

Author(s): Ádám Mészáros,Ágnes Csiszárik-Kocsir / Language(s): English Issue: 7/2024

The 21st century has rewritten the map of competences. New concepts such as agility, teamwork, project approach and many more have emerged. "Team player" is a typical buzzword in CVs, a term we use to describe ourselves based on our own perceptions. However, team spirit can be influenced by many factors during our studies, not only on the practical side, but also by the nature of the training module. The project approach, and in particular teamwork in the agile methodology, is of particular importance, so its learning and development can be important already during the studies. In our study, we undertake to map out some of the background factors of teamwork as a mystique, based on the results of a primary quantitative study, using statistical methods and correlation quizzes as a function of educational levels and training characteristics.

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DOES EMPLOYER BRANDING RETAIN EMPLOYEES? JOB SATISFACTION AS A MEDIATOR

Author(s): Marko Slavković,Marija Mirić / Language(s): English Issue: 1/2024

The development and quality of human capital determine contemporary companies’ long–term competitive potential. Consequently, in addition to the goods and services market, companies aspire to be competitive in the labour market in order to acquire and retain skilled employees. Creating a distinct employer brand is a successful strategic reaction by top management to the increasing pressures to reduce turnover rates. This study aims to look at job satisfaction’s role as a mediator in the link between employer brand and employee retention. The research was conducted on a sample of 128 companies in the Republic of Serbia, with primary data acquired by the survey method. We applied the PLS-SEM and found that satisfaction acts as a competitive mediator in the relationship between organisational culture and employee retention, and as a complete mediator in the link between training and development, and retention. Furthermore, the analysis showed that job satisfaction appears as a complementary intervening variable in the employer reputation-employee retention path. The study provides a foundation for a more comprehensive understanding of the complex nature of the interaction between the investigated components of the employer brand and staff retention, as well as assistance for management decision-making in the creation of initiatives to prevent voluntary turnover.

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The Effect of Attitudes on Behavior, Subjective Norms, Behavioral Control, Behavioral Intentions on Lecturer Behavioral: The Moderation Role of Compliance with Regulations and Visionary Leadership in LLDIKTI Region VI Central Java Indonesia

Author(s): - Praptiestrini,Ida Aju Brahmasari,Siti MUJANAH / Language(s): English Issue: 7/2024

Phenomenon, Private University at LLDIKTI VI Central Java (1) There is inequality in the quality of education which indicates that the increase in human resources has not been evenly distributed in all areas of the city/district. (2) The behavior of lecturers in carrying out tridharma activities is still not optimal. This research is based on the existence of empirical GAP and theoretical GAP regarding the limitations of TPB theory, so this research closes this gap by adding the variable compliance with regulations and visionary leadership as a moderator, which is combined into the Theory of Planned Behavior model to make this variable as research novelty. The aim of the research is to prove and analyze the influence of behavioral attitudes and norms subjective, behavioral control towards lecturer behavior through behavioral intentions and prove and analyze the role of regulatory compliance and leadership visionary in moderating influence of behavioral intentions to behavior lecturer. Study this is causal explanatory with a sample of 370 lecturers in LLDIKTI Region VI Central Java in 2022. Data collection techniques use questionnaires, data analysis uses SEM. Results research (1) behavioral attitudes influential significant positive to behavioral intentions. (2) behavioral attitude has no effect on lecturer behavior. (3) norms subjective influential significant positive effect on behavioral intentions. (4) norms subjective influential significant positive effect on lecturer behavior. (5) control behavior influential significant positive effect on behavioral intentions. (6) control behavior influential significant positive effect on lecturer behavior. (7) behavioral intention influential significant positive effect on lecturer behavior. (8) compliance on regulation moderate influence of behavioral intentions towards lecturer behavior. (9) leadership visionary moderate influence of behavioral intentions towards lecturer behavior.

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HUMAN RESOURCES MANAGEMENT

Author(s): Sylvie Lavallée,Ala Andon / Language(s): English Issue: 02/2021

In general, human resources management (HRM) is a set of activities, performed at the organizational level, and which allows the most efficient use of people, employees of that authority, to achieve both general organizational and individual goals. In specific terms, human resource management consists of numerous activities, which include, among others, the following basic directions: • Staff planning; • Elaboration of job descriptions; • Recruitment, selection and orientation of staff; • Evaluation of individual and collective performances; • Rewards and benefits specific to the job; • Health and safety of staff; • Discipline, control and evaluation of staff functions; • Work scheduling, etc. Obviously, this list is not exhaustive, but it presents most of the important actions that human resources management deals with, an area of organizational management that helps, and most often does, to streamline the activity of an organization. Within the local public authority (LPA), this is particularly important, because the success of the activities carried out at the level of the whole community depends on the efficiency of carrying out these activities.

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STIMA DE SINE CA DIMENSIUNE FUNDAMENTALĂ A MANAGERILOR REZILIENȚI

Author(s): Elena Creangă / Language(s): Romanian Issue: 02/2023

In this article, we elucidate self-esteem as a fundamental dimension of resilient managers. However, self-esteem is an essential dimension for any human being, regardless of whether he is a child, adult or elderly person, regardless of culture, personality, interests, social status, abilities. In reality, self-esteem is based on three „ingredients”: self-love, self-concept and self-confidence. Self-esteem is an important component of personal development and career success for anyone, including managers. Resilient managers tend to have a healthy self-esteem that is balanced and based on a realistic understanding of their abilities and capabilities.

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COMPORTAMENTUL DEZADAPTATIV ȘI SECURITATEA PSIHOLOGICĂ LA LOCUL DE MUNCĂ

Author(s): Maria Vîrlan,Maria Dița / Language(s): Romanian Issue: 02/2024

Maladaptive behavior in the workplace has a significant impact on the psychological security of employees. The refusal of employees to adapt to changes, to accept different perspectives, to avoid responsibilities, manipulation, aggression, negative thinking about themselves and colleagues, as well as other maladaptive behavioral manifestations of them, will certainly generate an ineffective professional environment and toxic and the organization's performance will drop considerably. Maladaptive behavior has a negative impact, both on the individual, manifested by stress, anxiety, low self-esteem and even mental health problems, and on the work team - deterioration of group morale, work inefficiency and the creation of a toxic environment. Providing resources for developing interpersonal and stress management skills, as well as promoting a healthy environment can lead to reduced maladaptive behaviors and improved mental health and team collaboration.

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GENERATION Z AT WORK – PERCEPTIONS OF WORK-LIFE BALANCE

Author(s): Nicoleta Dorina RACOLȚA-PAINA,Iulia Lazăr / Language(s): English Issue: 2/2024

THE GROWING PROPORTION OF GENERATION Z EMPLOYEES HAS SPARKED SIGNIFICANT INTEREST IN UNDERSTANDING THE CHARACTERISTICS AND PREFERENCES OF THIS GENERATION. THE PURPOSE OF THIS STUDY IS TO TO ASSESS THE WORK-LIFE BALANCE PERCEPTIONS OF GENERATION Z EMPLOYEES, WITH THE PRACTICAL PART CONDUCTED AMONG YOUNG EMPLOYEES IN ROMANIA. THE CHOICE OF THE TOPIC IS JUSTIFIED BY THE IMPORTANCE GIVEN BY YOUNG EMPLOYEES REGARDING THE BALANCE BETWEEN WORK AND PERSONAL LIFE, KNOWING HOWEVER THAT GENERATION Z IS NOT HOMOGENEOUS. THE RESEARCH OBJECTIVES ARE: (1) TO IDENTIFY THE STATUS OF GENERATION Z EMPLOYEES IN RELATION TO WORK-LIFE BALANCE, AND (2) TO DETERMINE HOW GENERATION Z EMPLOYEES PERCEIVE THEIR EMPLOYERS IN RELATION TO FOSTERING AN ORGANIZATIONAL ENVIRONMENT CONDUCIVE TO WORK-LIFE BALANCE. TO ACHIEVE THESE OBJECTIVES, A QUANTITATIVE SURVEY WAS CONDUCTED. THE KEY FINDINGS HIGHLIGHT THAT, FOR THE STUDIED SAMPLE, WORK-LIFE BALANCE HOLDS GREATER SIGNIFICANCE THAN EVEN GENEROUS REMUNERATION. PARTICIPANTS BELIEVE THAT THEY HAVE ACCESS TO RESOURCES THAT FACILITATE WORK-LIFE BALANCE IN THEIR COMPANIES, AND THAT THE CURRENT IMPLEMENTATION OF THE “WORK-LIFE BALANCE” CONCEPT MEETS THEIR EXPECTATIONS.

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Exploring the Educational Efficacy and Potential of 24-Hour Hackathon Programming Marathon – HackEmotion

Author(s): Małgorzata Przybyła-Kasperek,Rafał Doroz,Agnieszka Lisowska,Grzegorz Machnik,Arkadiusz Nowakowski,Krzysztof Wróbel,Beata Zielosko / Language(s): English Issue: 1/2024

This paper addresses the issue of modern didactics and student motivation for self-learning as well as tackling significant practical challenges. In technical and STEAM (Science, Technology, Engineering, and Mathematics) education, achieving high levels of motivation is particularly important, as students often become overwhelmed by the vast amount of information and opportunities which lead to diminished interest. At the Institute of Computer Science at the University of Silesia in Katowice, a Hackathon – a 24-hour programming marathon – was organized to enhance student engagement. During this event, students confronted a critical problem in modern society, i.e. emotion recognition. The goal was to develop solutions and help for fostering emotion recognition skills in young people with real-world implementation potential. Additionally, students tested their abilities under time pressure, honed their group work competencies, and faced real-time problem-solving scenarios. This paper presents an evaluation of the event’s impact, and analyzes the results of a post-event survey, providing feedback to improve the quality of future Hackathons. The main research questions we posed during the research were: RQ1: At what level of quality was the Hackathon event organized? Werestudents well informed and felt cared for during this event? RQ2: What aspects and properties did motivate students most to take part in events organized at the university like Hackathon? RQ3: What competencies, knowledge and skills were developed by participants in the Hackathon? RQ4: Do students consider issues related to recognizing emotions important and the created applications possible to use in practice? In this paper, we answer these questions using statistical analysis as well as simple machine learning models.

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WORK-LIFE BALANCE AMONG TEACHERS - FROM CHALLENGES TO SOLUTIONS

Author(s): Alexandrina Mihaela Popescu,Gabriela Motoi / Language(s): English Issue: 2/2023

The balance between professional and personal life is an increasingly important concern in contemporary society, especially in the context of teaching staff. These professionals often face multiple demands and responsibilities, both within the school and in their personal lives. Previous studies have highlighted the existence of a potential conflict between these two areas, which can affect the health and general well-being of teachers. The purpose of this paper is to investigate and better understand the issues related to work-life balance among teachers. Specifically, we want to examine the level of conflict between professional and family responsibilities, identify the factors that can influence this balance and evaluate the impact on the well-being and professional satisfaction of teachers.

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THE CONFLICT, ITS METHODS, AND MANAGEMENT STRATEGIES WITHIN ORGANIZATIONS

Author(s): Ali ALLIOUA,Abderrazak SOLTANI / Language(s): English Issue: 2/2024

The types of organizational conflict vary with different situations and relationship parties. Personal (intrapersonal) conflict relates to the individual itself, being the sole source of conflict occurring within the individual. It doesn't necessarily require the presence of other individuals. In some cases, the effects of this conflict may extend to others within or outside the organization when the individual's condition deteriorates, leading to unconscious behaviours that alter others' perceptions of them. Interpersonal conflict occurs between individuals and involves multiple parties. It can happen between a manager and their subordinates, between a manager and their deputy, or among groups of individuals due to differences in opinions and attitudes towards a specific phenomenon. This type of conflict can also occur between groups, involving various levels and encompassing a large group within the organization. Conflict might arise between different work units, departments, or organizations due to differences in viewpoints, fair resource distribution, or difficulties in defining responsibilities among different units, leading to conflict between these groups or organizations, known as 'inter-organizational conflict.' Due to the significance of this issue, we wanted to shed light on this phenomenon by focusing on its methods, tools, the reasons behind its occurrence within organizations, as well as its management strategies. Additionally, we will also focus on its effects, whether positive or negative.

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Deep Neural Network-based People Management Tools and Workplace Automation Technologies for Organizational Behavior, Employee Participation, and Performance Monitoring

Author(s): Elvira Nica,Eglantina Hysa,Ana-Maria Iulia Şanta,Alice AlAkoum,Alena Novák Sedláčková / Language(s): English Issue: 2/2023

The aim of this systematic review is to synthesize and analyze artificial intelligence-driven managerial and workplace adoption decisions. In this research, prior findings were cumulated indicating that artificial intelligence technologies can enhance knowledge support, work–life balance, work design, organization, and practices, employee trust, and business operations. A quantitative literature review of ProQuest, Scopus, and the Web of Science was carried out throughout June 2023, with search terms including “deep neural network-based people management tools and workplace automation technologies” + “organizational behavior,” “employee participation,” and “performance monitoring.” As research published in 2023 was inspected, only 134 articles satisfied the eligibility criteria, and 12 mainly empirical sources were selected. Data visualization tools: Dimensions (bibliometric mapping) and VOSviewer (layout algorithms). Reporting quality assessment tool: PRISMA. Methodological quality assessment tools include: AXIS, Distiller SR, ROBIS, and SRDR.

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Human Resource Management Algorithms for Employee Behavioral and Performance Data, Artificial Intelligence Decision-making Processes, and Organizational Values, Routines, and Workflows

Author(s): Sofia Bratu / Language(s): English Issue: 2/2023

The present study systematically reviews the existing research on big data algorithm-based human resource planning, training, and development, virtual team collaboration and workplace decision-making skill enhancement, and human resource planning processes. The findings indicate that machine learning-based organizational decision making and performance improvements can further artificial intelligence work environments and job markets, increasing labor productivity, smart operation employee empowerment, and organizational knowledge and experience sharing. The contribution to the literature is by clarifying that artificial intelligence-driven managerial and workplace adoption decisions can assist big data management and governance practices, subjective norms, organizational rules, systems, and structures, and job performance. Throughout July 2023, a quantitative literature review of the Web of Science, Scopus, and ProQuest databases was performed, with search terms including “human resource management algorithms” + “employee behavioral and performance data,” “artificial intelligence decisionmaking processes,” and “organizational values, routines, and workflows.” As research published in 2023 was inspected, only 130 articles satisfied the eligibility criteria, and 14 mainly empirical sources were selected. Data visualization tools: Dimensions (bibliometric mapping) and VOSviewer (layout algorithms). Reporting quality assessment tool: PRISMA. Methodological quality assessment tools include: AMSTAR, Dedoose, Distiller SR, and SRDR.

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Exploring the Influence of Green HRM Practices on Employee Motivation and Sustainable Performance: A Focus on Organizations in the Service Industry in Tirana

Author(s): Mishela Rapo / Language(s): English Issue: 1/2024

Purpose: This research delves into exploring how conscious Human Resource Management (HRM) practices, employee motivation and sustainable business performance are interconnected. As companies increasingly adopt eco initiatives this study aims to investigate how Green HRM practices influence employee motivation and their role in driving business outcomes within the service industry in Tirana. Methodology: The study employs a qualitative analysis to explore the multifaceted dimensions of this relationship. By reviewing existing literature, the research consolidates knowledge on Green HRM practices, employee motivation theories and indicators of performance. Through interviews with HR professionals and employees, applying thematic analysis, the study aims to pinpoint the components of Green HRM practices that have an impact on motivating employees. Additionally, it seeks to uncover how motivated employees contribute to business practices by considering factors such as productivity, innovation and corporate social responsibility. Findings: The results of this study add to the growing body of knowledge on HRM practices by highlighting the ways in which eco-friendly HRM initiatives affect the workforce and organizational sustainability. Value: The implications of this research go beyond concepts offering insights for HR practitioners, business executives and policymakers looking to improve both employee involvement and sustainable business strategies. In today’s world as companies maneuver through the realm of accountability Green HRM practices, employee motivation, and sustainable performance becomes imperative for fostering holistic and enduring success.

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Практики за управление на човешките ресурси и организационна привързаност при работещи в онлайн и във физическа среда

Author(s): Irina Topuzova / Language(s): Bulgarian Issue: 16/2024

The comparative analysis of the human resource management practices and the components of organizational commitment in remote and in-office work is presented. With the Questionnaire for approaches to human resources management (Ilieva, 2009) and the Questionnaire for measuring employee commitment to the organization, based on the three-component model of Mayer and Allen, adapted to working conditions in Bulgaria (Ilieva, 1998), 240 persons (28% men and 72% women) aged 25 to 55 were studied. Interdependencies between HRM systems and organizational commitment are also found, as well as group differences in attitudes toward HRM practices among remote and in-office workers.

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A Retrospective Comparative Analysis of 'Code White' Reporting in a University Hospital on the Extent of Violence in Healthcare Settings

Author(s): Nevzat Devebakan,Hazel Bağci,Hanife Sariçam,Neslihan Sari / Language(s): English Issue: 2/2024

The objective of this study was to examine and contrast the incidence of violence reported by White Code in a university hospital in Turkey and to analyse the phenomenon of workplace violence in terms of related variables. The study included 477 cases of violence against health workers reported between 2018 and 2023. The data were collected using a complete census method. Descriptive statistics and a chi-square test were employed for the statistical evaluation. Results: The majority of those subjected to violence were doctors (69.6%). The emergency services were the setting in which violence was encountered most frequently (51.6%). It was observed that physicians were exposed to verbal violence more than other occupational groups. There was a difference between years according to the type of violence, and violence was mostly caused by miscommunication. Consequently, it would be beneficial to adopt a multidisciplinary approach to the evaluation of the consequences of violence on healthcare professionals.

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