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Profesní vývoj dnešních mladých lidí mezi dvacátým a třicátým rokem života, tedy v době označované také jako vynořující se dospělost, je oproti relativně nedávné minulosti charakteristický výraznou variabilitou, a to jak na úrovni populační, tak na úrovni individuální. Samotný vstup do světa práce je teoreticky i výzkumně velmi zajímavým tématem (Arnett, 2004; Hamilton & Hamilton, 2006). V této kapitole bude tato variabilita zachycena v návaznosti na další oblasti života mladých lidí, protože fenomén profesního vývoje a jeho odlišné podoby jsou úzce provázány s vývojem a přijímáním závazků v ostatních významných životních doménách (Kunnen et al., 2008; Macek et al., 2016). Různé trajektorie vývoje z hlediska přijímání závazků v různých rolích se ukazují důležité jak z hlediska emocionálního (například subjektivní spokojenost), tak rovněž z hlediska vývoje představ o sobě samém (stylu identity, jáství) i z hlediska přístupů k řešení různých životních situací (například strategií zvládání). Profesní vývoj těch mladých lidí, jejichž neochota přijímat po delší dobu závazky v této oblasti je vysoká, bývá obecně považován za problematický (Kunnen et al., 2008).
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V posledních dekádách došlo v pedagogických vědách k obratu k jazyku, komunikaci a dialogu. Současný výzkum akcentuje centrální roli jazyka a komunikace ve vztahu k učení a vytváření znalostí ve třídě (Jones & Hammond, 2016). Řada autorů věnuje soustředěný zájem tomu, jak probíhá komunikace ve školní třídě a jaké jsou její efekty. Důsledkem tohoto obratu je, že vzdělávací výsledky začínají být připisovány spíše kvalitě výukové komunikace než studijním předpokladům žáka či pedagogickým dovednostem učitele (Mercer & Littleton, 2007). Mercer a Howe (2012) postulují, že pokud chceme zlepšit výsledky žáků, musíme se zabývat rolí, kterou řeč a komunikace ve školním vzdělávání sehrávají. Tato perspektiva nejenže formuje akademickou teorii a výzkum, ale nachází své vyjádření v praktických aplikacích.
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This article examines the role and importance of the elements and aspects of organizational culture in selected healthcare facilities in order to achieve and improve their management organizational leadership and management. It is made analysis of the main tools and models used in healthcare organizations to improve the services offered and the organizational culture, examine the factors that can influence organizational leadership. The purpose of the paper is to reveal the trends and prerequisites for achieving organizational leadership, related to the strategies and approaches for management and digitization of services, the attitudes towards the development of new business models and strategies for development and growth in the industry are tracked.
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In this paper, I want to present the value that the human resources department brings to the organization of which it is part. It consists in its ability to fulfil its role of activating the development of human capital and its sustainability. Long-term performance and market leadership could not be achieved by organizations without motivated, hard-working employees and a strong sense of loyalty to the employer. Throughout the process that employees go through since joining the organization, the human resources module needs to be aware of the importance of actively implementing performance management tools in order to monitor key activities. In order for performance management to function optimally in a department, the objectives and functions to be performed by this team must be identified in accordance with the organization's strategy. Then, the most representative and relevant key performance indicators are chosen for the mutually agreed objectives. And in the second part of the paper, I will present a case study of the application of these key performance indicators on the units of the Romanian Army.
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The negative effects of the pandemic that shook the whole world are seen in working life as well as in every field. The changing working order of the employees, staying away from social life, and the chaos in working hours have increased the stress and burnout. In this context, we see these situations among the reasons for the concept of quite quitting, which we discussed in this study. Since there has not been much work on the concept of quite quitting, which has emerged with a new trend, limited studies are evaluated in this study, and the problems experienced by employees in business life are mentioned. The findings of the studies carried out prove this situation. In this study, which is tried to be explained conceptually, it is seen that the problems of individuals who experience the feeling of quite quitting are burnout, stress level, career barriers, wage problems, lack of value, etc.
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İnsanoğlunun çevre üzerindeki tahrip edici etkileri, çevreyi odak noktasına alan tüm çalışmaları önemli hale getirmeye başlamıştır. Bu bağlamda örgütler de çevre odaklı yapılar oluşturmanın adımlarını incelemeye ve uygulamaya başlamışlardır. Örgütlerdeki çalışanların davranışlarını inceleyen örgütsel davranış alan yazını ise, örgüt içindeki çalışanların çevre dostu davranışlar sergilemesine odaklanmıştır. Son yıllarda örgütsel davranış alan yazınında yeşil konsepti üzerine yapılan araştırmaların önemli bir yere sahip olduğu görülmektedir.
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This study, which was prepared based on Social Identity Theory and Self Classification Theory, examines the relationships between organizational identification, job involvement, and job performance variables in a sector such as the defense industry, which hosts a qualified workforce and highly educated employees. It also examines the mediating role of job involvement in the relationship between organizational identification and job performance. In this study, it is assumed that employees who identify with their organizations will cause an increase in individual job performance through positive behaviors and attitudes such as job involvement. For this reason, a survey was conducted on the employees of small-scale private enterprises operating in the defense industry in Ankara. According to the findings, organizational identification affects job performance positively and significantly. In addition, organizational identification positively and significantly affects job involvement; It has been found that job involvement has a positive and significant effect on job performance. The study also concluded that job involvement has a mediating role in the relationship between the organizational identification of the employees in the defense industry and their job performance. From these findings obtained from the research, it is concluded that organizational identification and job involvement are the antecedents of individual job performance.
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Since organizations are social systems that interact with the environment, the development of green environmental awareness among the organization is inevitable in order to make natural resources sustainable. Regardless of the sector, organizations must develop an awareness of environmental problems. Today, environmental awareness is very important in order to provide competitive advantages and to make this superiority sustainable. Therefore, green organization functions have taken the place of classical functioning in organizations. Green organizations have a strategic importance in terms of using resources economically, developing green awareness towards nature and making this awareness sustainable. In this way, while the costs of the organizations decrease, the corporate image is also positively affected. While the main purpose of the top management in traditional management approaches was to produce and market the needed product or service, today, in addition to this purpose, environmental awareness has been added as an extension of corporate social responsibility. In this direction, in addition to the basic objectives of the organizations, it is ensured that they use their resources economically with green environmental awareness, reduce their costs and contribute to the sustainability of the resources. In this section, under the title of green organization, it is emphasized the place and importance of some functions in the management of organizations such as human resources management, production and marketing. At the same time, it is aimed to investigate the current studies on green organizations in the literature. According to the result, green environmental policies come first among the corporate social responsibilities of organizations. A green organization with environmentally friendly strategies, sustainability and green behavior is a beacon of hope for future generations. Sustainable green strategies give organizations a competitive advantage.
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The publication presents a sample of research on the impact of the employer brand as a marketing tool on the behavior of human resources /attraction, turnover and their subsequent retention/ and on the market performance of companies in a period of recovery after the Covid-pandemic and in particular with an emphasis on their reciprocal response in the conditions of and after clearly defined risk circumstances and uncertainty for the business. The research was conducted among 55 enterprises from the food industry in Bulgaria and covers the period 2021-2023. Enterprises are grouped according to various characteristics, such as enterprise size (small, medium, large), branch of the food industry – dairy, meat, bakery, etc. and geographic region of the country. The study is carried out under the assumption that the performance of the business with a well-developed and strong employer brand will be positively influenced by it.
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In the report is made an attempt to connect the social identity of the individual with his professional role. In the conditions of globalization, there is a dynamic of professional roles and a frequent change of professional positions. This poses challenges for the individual to update his social identity by meeting the expectations of others arising from the exercise of a profession.
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COVID-19 has introduced many amendments to the traditional public perceptions. This reflects in a certain way on the domestic law. For the purposes of the current paper, some significant tax law issues regarding the “employer-employee” relationship will be observed. More specifically, some key concepts that are vital for the Bulgarian tax law will be analysed.
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Social entrepreneurship is the object of increased and lasting interest because it provides many opportunities to solve pressing social problems. This type of entrepreneurship combines entrepreneurial initiative, business activity and social causes. Many of the problems that social entrepreneurs try to solve are often the focus of attention of local authorities. This is the reason that makes the effective interaction between local authorities and social entrepreneurs key to the success of both social enterprises and local authorities in solving a number of social and environmental challenges, especially in crisis conditions.
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The purpose of the report is to illustrate how the level of unemployment in Bulgaria affects crime levels in the country. The impact of the attained educational level on the unemployment rate and crime rate is presented as well. The report uses empirical data from NSI (National Statistical Institute) on crime rates and unemployment rates in the country - overall and by educational level. The data are processed using the method of correlation analysis for linear dependence.
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Europe is facing a migration crisis after 2015. The next strong pressure of migrants is in 2021 after the start of the war between Russia and Ukraine. The European Union has adopted a social policy for migrants, which must be implemented by each member state. At the national level, the State must ensure the security of the population, provide suitable living conditions for migrants and gradually work for their integration. In Bulgaria, negative attitudes of the population towards migrants are observed, which contributes to the emergence of civil resentment and additional conflicts . Bulgaria is still far from the receipts for the integration of migrants into the society and social life of Bulgaria. The aim of this report is to present the impact on labor market trends, to highlight the positive and negative sides and to propose solutions. The developed policy for the integration of migrants and realization in the labor market will help to improve the perceptions of Bulgarians about migration.
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Neuromanagement is a new field of management that has developed as a result of the application to human resource management of knowledge generated in the fields of cognitive neuroscience and psychology. The goal of neuromanagement is, through the study of brain activity during the course of mental processes at the moment when people are faced with an economic or managerial problem, to acquire knowledge that will help to develop and use the intellectual potential of all workers in the organization in order to achieve higher production efficiency of each worker and more effective management of the organization. There are a number of differences between classical management and neuromanagement concerning: the orientation of management functions; the principles on which the management process is based; the means of influencing the personnel; the system of motivating the personnel. The new economic reality turns intellectual capital into the most important production factor. A cluster of professional competencies was defined at the 2015 World Economic Forum in Davos that will be sought in organizations using the principles of neuromanagement. All these irreversible processes of change are also placing new demands on schools and universities, both in terms of learning technologies and in terms of the formation of new skills and competences in future professionals that are vital for the business of the future.
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In a number of regions of the Republic of Bulgaria, especially in rural areas, agribusiness is the main area of employment for the local population. All ethnic groups, without exception, have free, constitutional access to the labor market in this industry. The qualification of the Roma ethnic group to the vulnerable groups also puts on the agenda the issue of use, application and broad awareness of the legislative opportunities that are provided to all ethnic groups for employment in agribusiness, in various forms, which is also a right of choice. At this stage, the legal toolkit enabling the persons from the Roma ethnic group to participate in active employment in agribusiness, which would also increase their quality of life, has not been sufficiently evaluated.
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In the context of refugee crises, which have become the leading topic of political as well as scientific debates in past decade, the impact of migrants and asylum seekers on the labour market of the receiving country has attracted remarkable attention. Empirical research in this area indicates that migration has an insignificant effect on the change of the average wage, but it negatively affects the low-skilled labour force on the one hand and positively affects the high-skilled labour force on the other. The purpose of this article is to analyse the influx of refugees and asylum seekers to Germany with an emphasis on the genesis of the crisis in 2015-2016. We try to illustrate the integration of refugees in the local labour market. In accordance with the purpose of the paper we suggest two hypotheses reflecting refugees’ economic burden for hosted country and spatial distribution relevance for integration. To reach the purpose, we apply qualitative research methods such as semi-structured interviews. Our results suggest the limited refugees’ economic burden for German economy and significant effect of geographical allocation on integration process.
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The report analyzes the structure and convergent processes of employment in the Bulgarian and Romanian economies for the period 2000-2020, and examines the dynamics of relative shares and rates of change for the respective period. In order to quantitatively measure the degree of convergence/divergence, a divergence index and a difference index were calculated, comparisons with other EU countries with similar characteristics were used, and some possible explanations and consequences of the structural changes that took place were also derived. Overall, the results show a slow process of convergence of the sectoral structure of employment of the Bulgarian and Romanian economies with that of the Eurozone, which continues throughout the period, regardless of some specifics before and after the global recession.
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The global climatic changes and the reindustrialization of the European economy in the technological XXI century construct a cause-effect chain which starts and ends with education and science: digitalization and robotization – structural economic reforms -imbalance in the labour market – professional qualification and competence – transfer of science and innovations in the applied economy – lifelong learning. The ambitious aim of the ecologically-oriented European Union is to achieve a carbonneutral economy by the year 2050. In the process of Green and Digital Transformation innovative industrial productions will be opened with the integration of digital and ecological technologies. The segments of the labour market change. The professional realization in the education, science and information and communication technologies increases, and the one in the industrial and agricultural decreases. The deficit of engineering human capital (educated and competent workforce) reaches record levels on the labour market. The focus of the study is on the education and science in the context of the Green and Digital Transformation of the European Economy. The long term aim of the research is the sustainable professional balance on the labour market. The topic concerning the European labour market is developed on the base of the modern multidisciplinary method of scientific research. The educational policies in the Victorian industrialization of the economy and the analogous present day reindustrialization are compared in the analysis and interpretation of the results of the study.
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