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Assessing the Relationships between Selected Variables and Employee Job Satisfaction: Empirical Survey of a Typical Municipality

Author(s): Albert Tchey Agbenyegah,Nhlakanipho Mvelase / Language(s): English Issue: 01/2019

This study seeks to identify selected variables that impact on employee job satisfaction in a typical municipality. Being quantitatively designed, the authors utilized purposive sampling techniques to select 160 permanent employees from five departments of the establishment. Primary data was collected through a seven point Likert scale questionnaire. Data analysis was conducted after all the questionnaires were certified correct through SPSS version 23.0 supported by two statistical tools namely the descriptive and inferential. Besides other variables that emerged from the literature gender, remuneration, promotional programs does not differ from EJS. However, the study revealed that variables such as academic achievement and supervision differ significantly from employee job satisfaction. Given the nature of the relationships between the stated variables, practical recommendations to assist employers and management to increase productivity in the municipality through employees’ job satisfaction.

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MANAGEMENTUL RESURSELOR UMANE PRIN PRISMA STANDARDELOR DE CONTROL INTERN MANAGERIAL

Author(s): Carmen Maria Iepure,Elena Clenci,Toma Pleşanu / Language(s): Romanian Issue: 01/2020

Human resource is the most important value of any organization. To maintain a performing human resource it must be the principal objective of any army commander. Some of internal management standards are dedicated for this. Managers need to implemented in a smart way this standards for the organization progress. Without performant people doesn`t exist progress in organisation.

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DIVERSITATEA CULTURALĂ ÎN PRACTICA RELAȚIILOR PUBLICE INTERNAȚIONALE

Author(s): Filofteia Repez / Language(s): Romanian Issue: 01/2020

Cultural diversity refers to the cultural differences that exist between people and collectivities, as multiple entities: traditions, customs, how to approach education, how to approach society from an intercultural perspective. According to some authors, cultural diversity is the essence of practicing international public relations. Those who practice such public relations must have an open and tolerant attitude for managing communication involving people from different cultural backgrounds; otherwise, conflict situations and tensions may arise which would compromise the achievement of the objectives. Through the present scientific approach we will highlight some aspects regarding cultural diversity in international and regional initiatives and the fact that this is the essence of practicing international public relations; also, we will highlight the need to respect cultural diversity in the theaters of military operations.

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MANAGEMENT OF HUMAN RESOURCES THROUGH INTERNAL MANAGEMENT CONTROL STANDARDS

Author(s): Carmen Maria Iepure,Elena Clenci,Toma Pleşanu / Language(s): English Issue: 01/2020

Human resource is the most important value of any organization. Maintaining a high-quality human resource must be the principal objective of any army commander. Some of the internal management standards are especially dedicated to this aim. Managers need to implement in a smart way these standards for the progress of organizations. Without highly qualified people there is no progress in an organization.

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CULTURAL DIVERSITY IN THE PRACTICE OF INTERNATIONAL PUBLIC RELATIONS

Author(s): Filofteia Repez / Language(s): English Issue: 01/2020

Cultural diversity refers to the cultural differences that exist between people and collectivities, as multiple entities: traditions, customs, manner to approach education, manner to approach society from an intercultural perspective. According to some authors, cultural diversity is the essence of practicing international public relations. Those who practice such public relations must have an open and tolerant attitude for managing communication involving people from different cultural backgrounds; otherwise, conflict situations and tensions may arise which would compromise the achievement of the objectives. Through the present scientific approach, we will highlight some aspects regarding cultural diversity in international and regional initiatives and the fact that this is the essence of practicing international public relations; also, we will highlight the need to respect cultural diversity in the theaters of military operations.

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FACTORS INFLUENCING THE UNEMPLOYMENT RATE IN ROMANIA DURING 1997-2019

Author(s): Daniela Georgeta Beju,Ioan Alin Nistor,Maria Lenuta Ciupac-Ulici / Language(s): English Issue: 4/2020

Current macroeconomic theories examine the problem of unemployment rate from the aggregate demand point of view. Rising unemployment is always seen as a sign of the weak economy, where is a slow growth and also little spending. These might trigger actions by authorities to help reduce unemployment, by increasing the nation's money supply, so it can boost the economy. Among the factors that influence (un-)employment, at least two very important should be taken in consideration: exchange rate and inflation. The research aims to analyse the impact of inflation, the RON / EURO exchange rate and the financial crisis on unemployment rate in Romania during January 1997- March 2019.

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Usefulness of the psychological contract concept: the definition and conceptual considerations

Author(s): Anna Rogozińska-Pawełczyk / Language(s): English Issue: 74/2020

This paper focuses on the review, analysis and synthesis of literature on the psychological contract. The main purpose of the synthesis in the extensive literature review is to delineate the scope in which interpersonal relations and employment relations can be created in an organisation. The article is part of broader theoretical considerations aimed at exploring and explicating the foundations of the psychological contract as a concept, and at conducting a chronological analysis of its development. Tracing this evolution provides a basis for exploring the significance of psychological contract as a regulator of employment relationships between employers and employees. The analysis and synthesis of the findings constitutes a contribution to efforts aimed at identifying gaps in existing reflection, and indicates implications for future research. To date, no comprehensive attempt has been made to present a systematic chronology and to capture changes in the terminology of psychological contract over the years.

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DYNAMIC PROFILE OF DEMOGRAPHIC AND CAREER CHARACTERISTICS IN FUNCTION OF JOB SATISFACTION OF EMPLOYEES IN BANKS

Author(s): Qufli Osmani / Language(s): English Issue: 13-14/2020

The object of the research in this paper coincides with intent to examine the rapport between demographic characteristics of individual employees (level of education, marital status, age) and their job (current working position in a bank, the duration in the current position, experience at work, promotion, the amount of salary, bonuses) in function of professional satisfaction of employees in banks. Not less important is the purpose of determining the predictive value of demographic and job characteristics on the forecast of professional satisfaction. The sample consisted of 110 subjects (of both sexes and different educational level), aged mainly between 25 and 62 years. The research was conducted in the second half of 2014. Important research variables were tested through the instrument Job satisfaction survey by Paul Spector. Correlative and differential analysis, verify the existence of an implicit dynamic as well as dissemination between variables involved in the research. In this context, until correlation analysis confirms the lack of correlation statistically significant between surveyed variables (in the context of variable itself as well as in the context of its structural components thereof), differential analysis proves a series of significant differences in terms of demographic characteristics of bank employees itself. Low significance of validated correlations in research confirms the lack of liaison between the professional satisfaction with demographic characteristics of employees (age, level of education) as well as job characteristics (position at work, the duration in the current position, overall experience at work, promotion, number of promotions, number of bonuses). Among bank employees with different educational level there is no significant difference. Post hoc test also confirmed that employees with different salary levels haven’t significant difference in the context of the level of satisfaction. Insignificant differences were examined in the context of the different dimensions of career, such as promotion, the number of promotions etc.

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MANAGING CONFLICTS IN SMALL AND MEDIUM-SIZED ENTERPRISES IN THE POLOG REGION

Author(s): Shpresa Syla,Vlera Meta / Language(s): English Issue: 13-14/2020

The implementation of strategy plays a crucial role in a firm’s successful achievement. For one organization to be successful in implementing certain strategies of management there must be a general harmony that follows the implementation process, but which is not always complete, because there are cases when the strategy cannot be applied. This happens for different reasons, among which is the conflict. An organization is successful when it applies its strategy in favorable and unfavorable conditions, as well as, in cases when it faces the conflicts that happen inside of it. When the conflict appears, we should be aware of the methods, the way of access, and conflict management. The main purpose of this paper is to study conflict and its management within an enterprise. This paper deals with conflict as a negative/positive phenomenon that appears inside a firm, types of conflicts, the way of access to it, causes that impact conflict, and the ways of managing conflict by the manager as the person with the biggest responsibility and the main role inside the firm.

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Ocena przygotowania formalnego uczelni do międzynarodowej mobilności. Wyniki badań kwestionariuszowych w grupie pracowników

Author(s): Dorota Kwiatkowska-Ciotucha,Urszula Załuska,Cyprian Kozyra / Language(s): English Issue: 1/2021

The article is dedicated to the evaluation of the formal preparation of universities for international mobility. In order to perform the analysis, the authors used the results of the quantitative primary research conducted in the Stranger project of the Erasmus + strategic partnership. The targetgroup included employees (administrative staff and academic teachers) from universities in Poland,Greece, Hungary and Ukraine that form the partnership. To make it possible for respondents to answer closed-ended questions, summative scales were created. The study examined correlation relationships between the respondents’ answers aggregated to summative scales, and also strived to classify the respondents in terms of the obtained values for summative scales using hierarchical cluster analysis(Ward’s method). The results of the analyses showed the existence of many problems in the field of broadly understood internationalization of universities, and also indicated a significant differentiation of evaluations due to respondents’ characteristics.

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Development of Strategic Individual Competences

Author(s): Asta Savanevičienė,Dalia Stukaitė,Violeta Šilingienė / Language(s): English Issue: 3 (58)/2008

In today‘s world, the word “competence” is widely used in human resource management. Individual’s work results and finally business success depend on his/her knowledge and skills i.e. competence. Changing business management paradigm and increasing role of individual in organization rise radical changes in priorities identifying the need of competences and their development. A competence can be defined as the entirety of knowledge, abilities, skills and attitudes, which are necessary for an individual to work effectively in particular working environment. This can be professional, social and conceptual competences. Professional competence in the long-term perspective is very dynamic due to fast changing technologies, but on the other hand, it can be easily defined and acquired quickly. Particularity of the professional competence is determined by the individual’s functional labour activity, whereas social and conceptual competences are general competencies that are necessary for an individual despite his position in the company. As a rule, namely these competences become strategically significant in the rapidly changing business world, especially while talking about managers, which enable the organization to acquire advantage due to the human factor. However the research conducted by Drejer (2000) shows that traditionally education system is orientated to the formation of professional competencies, named as “tough“; whereas the attention to the “soft” competences (social, conceptual) is not significant. Development of these strategic essential competences falls on enterprises and individual. Analysing the development of strategic individual competences in individual as well as organization level the priorities of competence formation and development are changing recently – the development of employees’ competence based on the organizational needs is being changed into the development of competence with the priority to individual’s needs. Successful development of strategic individual competences in individual level is based on the principal attitudes, integrating the perception of the need of individual competence development, deep inner motivation to educate himself or herself and preparation to the changes, bethinking of the role of organization modelling the guideline of strategic competence development and promoting the application of effective methods to develop competences. The article deals with development of strategic individual competences on organizational as well as individual level.

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Human Capital Management Under the Conditions of the Postmodern Society in the Context of Ensuring the Economic Safety of the Enterprise

Author(s): Zinaida Zhyvko,Iryna Gorban,Nadiia Marushko,Maryna Korzh,Nataliia Korogod / Language(s): English Issue: 1/2021

In today's conditions of postmodern space the most significant resource of the modern economy, which is being formed in the leading countries of economic development, is human capital. The main goal of the article is to study the process of managing the formation of human capital in the functioning postmodern society as the basis of the national economy and ensuring the economic security of the enterprise. The basic components of human capital are determined on the basis of the analysis. It is established that the basic component is knowledge that affects others and in postmodern conditions of development of the national economy and determines the process of development of human capital. At the same time, the process of forming knowledge, in accordance with the principles of the functioning of the knowledge economy, is associated with the availability and possibility of obtaining information.The object of study is the enterprises of Eastern Europe. The subject of the study is human capital, the economic security system of the enterprise The results of the study allowed us to develop a model for the formation of human capital and to form a mechanism for ensuring the economic security of the enterprise through management of the formation of human capital under the conditions of the postmodern society.

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The mediating role of employee-oriented human resource policy in the relationship between strategic human resource management and organisational performance

Author(s): Kamila Ludwikowska / Language(s): English Issue: 2/2021

The relationship between strategic human resource management andorganisational performance has been widely discussed in the literature.However, very little research explores the precise mechanism ofthis relationship. This paper aims to examine the influence of strategichuman resource management on organisational performance, introducingemployee-oriented human resource policy as a potential mediator.The developed mediation model is empirically verified basedon the data collected from 264 managers working in profit-orientedorganisations in Poland. Factor analysis has been used to verify constructs(strategic human resource management, employee-orientedhuman resourcepolicy, and organisational performance), and regressionanalysis has been used to verify the proposed model. The findingsof the study suggest that employee-oriented human resourcepolicymediates the relationship between strategic human resourcemanagementand organisational performance. The results of the studycan help contemporary managers to understand how to develop andimplement human resource management solutions aligned with anemployee-oriented approach to human resource policy including developmentprogrammes, pay systems, performance appraisal, planningand succession plans, as well as the recruitment and selectionof candidates.This research conceptualises and tests anovel strategichuman resource management-based model of organisational performancewith employee-oriented human resource policy as a mediator.

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Gender and Age as Determinants of Expected Rate of Return on Human Capital

Author(s): Bartosz Kurek,Ireneusz Górowski / Language(s): English Issue: 4/2020

Purpose: The aim of the article is to examine the selected determinants of the expected rate of return on human capital. Methodology: We conducted an anonymous survey of expected salaries among the Accounting and Controlling students at the Cracow University of Economics, which provided a unique setting for the analysis. On the basis of collected data for the cost of living and the cost of professional education for every participant, we used the human capital model developed by Dobija to compute the perceived level of the human capital of each individual. Then, we compared the expected salaries with the perceived levels of human capital and computed expected rates of return on human capital. The following research methods are used: literature review, statistical tests, econometric modeling. Findings: On the sample of 754 respondents, we found that male students expect a higher rate of return on their human capital than female students, while older students expect a lower rate of return on human capital than younger students. Research limitations: Only one field of study was used to measure the determinants of the expected rate of return on human capital. Originality: We contribute to the salary expectations and human capital literature by identifying a significant gender salary expectations gap that holds even after considering individually assessed costs of living and professional education. Our findings are consistent with the well-known observation that women tend to expect lower salaries than men.

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МОТИВАЦИЯ - КАК ГЛАВНАЯ ФУНКЦИЯ В УПРАВЛЕНИИ ПЕРСОНАЛОМ ПРЕДПРИЯТИЯ

Author(s): Tаtiana Umanets / Language(s): Russian Issue: 01/2021

The article reveals the essence and meaning of motivational activity. The interests, incentives and needs of the individual, group and society are determined, which creates the basis for the formation of motivational mechanisms. The directions of improving the system of personnel motivation for the implementation of motivational monitoring are found. The use of motivational monitoring in the activities of the department will allow creating an effective incentive system for employees to effectively perform the tasks assigned to them.

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The influence of effective human resource management on the success of SMEs in Gaziantep and its environment in 2018

Author(s): Selim Corekcioglu,Deniz Horuz,Muhammed Paksoy / Language(s): English Issue: 4/2020

In this paper, the authors investigate an impact of effective human resources management on the success of SMEs in Gaziantep, Turkey. A survey has been performed on small and medium sized enterprises that benefit actively from the support and grants of the Small and Medium Enterprises Development Organisation of Turkey (KOSGEB) to learn about human resources management structures of small- and medium-sized enterprises in Gaziantep. The survey results have been analysed and evaluated by using the SPSS 18 statistical program. The information and results about human resources management structures and economic achievement of the SMEs have been obtained from the survey. It is shown that SMEs which perform human resources management effectively have been economically successful in terms of competitiveness, employee counts, employee performance, market growth and economic development. Finally, the effect of KOSGEB support which is aimed to improve human resources structures of small- and medium-sized enterprises has been investigated. It is shown from survey results that human resources management support and grants of KOSGEB have a positive impact on the development and success of small- and medium-sized enterprises.

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Pokolenie Z na rynku pracy – strukturalne uwarunkowania i oczekiwania

Author(s): Karolina Messyasz / Language(s): Polish Issue: 76/2021

The main aim of this article is to provide an insight into the situation on the labour market and professional perspectives related to the education and qualifications of young Poles, representatives of the so-called Z generation (people born after 1995). I review the situation on the basis of an analysis of the existing data and an analysis of the labour market and youth employment.The aim of the analysis is to answer questions about the value of work for young people, its place in the hierarchy of values, attitude to work, how it is described and evaluated by them, what conditions it should meet. The second objective is to describe the reality of work and employment of the youngest generation. The analysis is carried out using political ecology theory and the category of generation, but only at the level of the generation location. In the article I try to reconstruct the way of structural shaping of young people’s lives and choices, assuming that it is the social context that mainly influences young people’s attitudes and views, creating specific structural opportunities and providing them with specific resources.

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Human Capital Management In The System Of Public Administration In The Context of COVID-19 Pandemic

Author(s): Svitlana Rodchenko,Tetiana Bielska,Tetiana Brus,Yuriy Naplyokov,Olena Trevoho / Language(s): English Issue: 1Sup1/2021

The article reveals the issues of interdependence of the development of human capital in public administration on the level of its provision by the state in the context of COVID-19. In a democratic, civil, postmodern society, one of the main tasks is the development of systems for managing the efficiency of human capital in the context of public administration, as a means of obtaining higher levels of labor productivity. Today we have to state that the achievement of this efficiency in the use of human resources can be better achieved by orienting the performance management system to promote the attraction of new human potential in public administration at all levels. In this context, a new approach to the human capital management process is being actualized, which includes employee engagement and key factors of employee engagement at every stage. We are talking about a management model that includes the main ideas and offers a new perspective on how to develop and manage the involvement of human resources to achieve high levels of labor productivity in public administration in the context of COVID-19. The purpose of the article is to study the essence, characteristics and role of human capital in the context of public administration in the context of the existence of the epidemic danger of COVID-19

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Talent Management in SMEs: An Exploratory Study of Polish Companies

Author(s): Urban Pauli,Aleksy Pocztowski / Language(s): English Issue: 4/2019

Objective: The main goal of the study is to identify and map practices of TM in SMEs and search for common patterns. The main questions during the design of the research were: How do SMEs define talent and what are its indicators? What is the approach to TM in SMEs? What kind of activities relating to TM do SMEs undertake? Is it possible to link activities undertaken by SMEs in coherent patterns? Research Design & Methods: This exploratory study was conducted on a randomly selected 200 Polish SMEs. After collecting the sample, we employed the CAPI technique. Most of the questions were open-ended and multiple-choice. In the analysis, we used data clustering and descriptive statistics. Findings: The research confirms that talent management in SMEs occurs in various ways, while particular approaches differ significantly. However, taking into account such categories as talent indicators, main activities undertaken, talents’ tasks and roles, we can identify some common patterns. Implications & Recommendations: The main implication is that a variety of approaches to TM in SMEs requires the application of a contextual framework, which should include the specificity of both internal and external factors. We recommend SMEs’ owners and managers define the main aim of introducing TM practices and shape them in a way that allows fulfilling expected outcomes. Contribution & Value Added: This paper addresses three main research gaps. By presenting data gathered from 200 SMEs we refer to a call for empirically grounded studies. By conducting cluster analysis and developing a model, we refer to the lack of conceptual frameworks of TM in SMEs. Finally, we address a call for more context-specific research by presenting data on TM practices in Polish SMEs.

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Formal and Informal Knowledge Sharing in Organisations from Slovakia and Hungary

Author(s): Andrea Bencsik,Tímea Juhász,Ladislav Mura,Agnes Csanádi / Language(s): English Issue: 3/2019

Objective: The purpose of the research is to investigate whether leaders deal with the impact of informal knowledge sharing (workplace gossip) on organisational performance or not. Research Design & Methods: A quantitative survey (questionnaire survey) was conducted and SPSS was applied to evaluate the research results. The next phase of the research focused on preparing case studies, with a specific aim to identify the role and impact of workplace gossip. Findings: The research results show that workplace gossip (informal knowledge sharing) has a significant impact on work, but the consequences of gossip are not addressed efficiently in theory and practice. Organisations recognize the need for knowledge management on a strategic level and they use the appropriate tools, but the gossip as an informal communication method is not accepted. Businesses are not concerned with the consequences of gossip; they never try to quantify its economic impacts. Implications & Recommendations: Gossip is an essential part of the culture worldwide, even if the manifestation of it is different. The opposite result is achieved if workplace gossip is prohibited or punished by the management. The goal is to achieve positive benefits that will be visible when the economic impact of gossiping can be confirmed. Contribution & Value Added: There is a lack of scientific work addressing the economic consequences of gossip in different situations in organisations. The economic effects of gossip can be calculated not only in KMSs, but might be applied for other processes in the organisation.

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