Abstract
In this paper, we explore the developmental challenges facing the academic profession in Europe and especially in some Western Balkan countries, Croatia and Slovenia. First, we look at how ...the higher education environment determines key changes to the academic profession: expectations to demonstrate professional expertise, internationalisation, segmentation, and precarity. While these processes are mainly considered from the above perspective, we also examine the work of academics from within. Second, we discuss aspects of academic tasks, challenges of synchronising academic work with performance measures, intensification of work and expansion of bureaucratic tasks. Building on these perspectives, we introduce a qualitative pilot study that tests how these general trends described in the literature may be applied to given situations in five countries of former Yugoslavia: Slovenia, Croatia, Serbia, North Macedonia and Kosovo. Although these countries cover a relatively small geographical area, the differences among them with respect to the economy, society and politics are important. Our findings suggest that problems accumulating in academic work in Slovenia and Croatia were in almost all of the surveyed aspects less problematic than in the three other observed countries.
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BFBNIB, DOBA, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NUK, OILJ, PILJ, PNG, SAZU, SBCE, SBMB, SIK, UILJ, UKNU, UL, UM, UPUK
Abstract
The relationship between higher education and profound global economic, social, technological and political transformations underway in recent decades is attracting growing public and ...professional interest. In this context, governmental bodies, higher education institutions and academics are under pressure to improve the effectiveness and professional development of academic staff. This article explores the need to adapt current human resource management practices in higher education in Croatia as a response. The article presents recent empirical data from higher education institutions in Austria, Croatia and Finland collected in the international project “Modernisation of Higher Education Institutions through Enhancement of Human Resources Management Function”. Descriptive indicators of current human resource management practices in higher education institutions reveal substantially different levels of development and use of certain practices to manage the effectiveness and professional development of academics. This article discusses the role of the human resource function at higher education institutions, the possibilities of using specific human resource development activities designed for different job roles held by academics, the importance of a performance management system that suits the academic environment, and the need for a strategic approach to human resource management at higher education institutions.
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BFBNIB, DOBA, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NUK, OILJ, PILJ, PNG, SAZU, SBCE, SBMB, SIK, UILJ, UKNU, UL, UM, UPUK
This paper examines the relationship between perceived organizational justice, external prestige, organizational identification and work engagement. Data were collected by questionnaire, using a ...convenient sampling method. The results of structural equation modeling show that employees are more likely to identify with the organization if they perceive it as fair and prestigious, and are therefore more engaged at work. Perceived organizational justice and external prestige shape positive experiences of the organization and meet the employee’s need for the development of a positive self-image, thus leading to identification of the individuals with the organization and, indirectly, to a greater employee engagement. In addition to the theoretical contribution, this study's findings can also be used in organizational development interventions planning.
U nastojanjima poticanja gospodarskog razvoja te smanjenja nezaposlenosti i suzbijanja siromaštva sve se više prepoznaje uloga poduzetništva. Ističu se njegove brojne prednosti te se sve češće ...raspravlja o potrebnim poduzetničkim kompetencijama i njihovom razvoju. Glavni cilj ovog istraživanja bio je ispitati efekte edukacije o poduzetništvu na poželjnost poduzetništva, poduzetničku samoefikasnost i poduzetničke namjere studenata. U istraživanju je sudjelovalo 48 ispitanika (eksperimentalna i kontrolna skupina), a mjerenje je provedeno prije i nakon edukacije o poduzetništvu. Rezultati pokazuju da polaznici nakon edukacije značajno bolje procjenjuju svoje poduzetničke vještine i sposobnosti, međutim, na skali poželjnosti poduzetništva ostvaruju niže rezultate u odnosu na prvo mjerenje. U istraživanju su ispitivane razlike s obzirom na spol te je utvrđeno da u oba mjerenja studenti u odnosu na studentice ostvaruju statistički značajno više rezultate na svim korištenim skalama. Uspoređujući studente/ice ekonomskih i neekonomskih usmjerenja utvrđeno je kako studenti/ice ekonomskih usmjerenja ostvaruju više rezultate na jednom aspektu poduzetničkog potencijala (poduzetnička svjesnost) te skali poželjnosti poduzetništva, skali poduzetničkih namjera i skali stupnja razvijenosti poduzetničkih znanja, vještina i sposobnosti.
In the efforts to stimulate economic development, reduce unemployment and tackle poverty, the role of entrepreneurship is increasingly recognized. Its numerous benefits are emphasized and it is increasingly discussed about the necessary entrepreneurial competencies and their development. The aim of this study was to examine the effects of education program on entrepreneurship desirability, entrepreneurial self-efficacy and entrepreneurial intentions of students. In total 48 students participated in the study (experimental and control group). All measurements were carried out before and after the entrepreneurship education program. The results indicate that attendees significantly improve their entrepreneurial skills and abilities after their education. However, on the scale of entrepreneurial desirability they achieve lower results after the program. The gender differences were investigated and the results indicated that male students achieved statistically significant higher results on all scales used, at both measurements. By comparing students of economic and non-economic orientation, it was established that the students of economic orientation achieve higher results in one aspect of entrepreneurial potential (entrepreneurial awareness) as well as at the desirability of entrepreneurship scale, entrepreneurial intentions scale and at the development of entrepreneurial skills and abilities scale.
This study was conducted to explore the relationship between different leadership styles and organizational commitment. Furthermore, it attempts to clarify the role of justice perceptions and job ...satisfaction as mediators of the relationship between (active and passive/avoiding) leadership styles and organizational commitment. The structural equations modeling was used to analyze data collected from a sample of participants recruited from different organizations. The results have indicated that perceived supervisors active leadership styles are positively linked, and have both, direct and indirect effects on employees' organizational commitment. Perceived passive/avoiding leadership styles do not have any effect on organizational justice, job satisfaction and organizational commitment. Employees' job satisfaction depends directly on the level of organizational justice being perceived by the employees. Job satisfaction also significantly contributes to organizational commitment. Implications of the results concerning job and organizational attitudes are discussed, and suggestions for managing human resources are given. PUBLICATION ABSTRACT
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IZUM, KILJ, NUK, PILJ, PNG, SAZU, UL, UM, UPUK
In previous studies, organizational justice has been conceptualized and operationalized in different ways, and the measures used often did not take into account the different sources of perceived ...justice. The aim of this study is to verify the dimensionality of justice construct in an organizational context. A new questionnaire in Croatian language was designed to measure three dimensions of organizational justice (distributive, procedural and interactional), taking into account the source of perceived fairness (the superior manager and the organization as a whole). Results confirm the high reliability as well as content and construct validity of the supervisory justice and the organizational justice questionnaires. Indicators of convergent validity are better compared to the indicators of discriminant validity of the questionnaires, which again raises the question of the justification of conceptual distinction between procedural and interactional justice.
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IZUM, KILJ, NUK, PILJ, PNG, SAZU, UL, UM, UPUK
This study aims to verify whether certain entrepreneurial characteristics, like entrepreneurial potential and entrepreneurial propensity, affect the level of entrepreneurial self-efficacy and ...desirability of entrepreneurship, and further have direct and indirect effect on entrepreneurial intentions. Furthermore, this study seeks to compare the strength of the relationship between these variables among groups of students who receive some entrepreneurship education and students outside the business sphere. Data was collected from a sample of undergraduate students of business and non-business orientation and analyzed with multi-group analysis within SEM. Results of the multi-group analysis indicate that indeed, the strength of the relationship among tested variables is more pronounced when it comes to business students. That is, mediating effect of perceived entrepreneurial self-efficacy and desirability of entrepreneurship in the relationship between entrepreneurial characteristics and intent, is significantly stronger for the business-oriented groups, in comparison to non-business orientation group. The amount of explained variance of all constructs (except entrepreneurial propensity) is also larger in business students in comparison to non-business students. Educational implications of obtained results are discussed.
Organizacijska se klima odnosi na doživljaj različitih, zaposlenicima relevantnih aspekata organizacijskog okruženja. Jedan je od njih i sustav nagrađivanja. U ovom se radu, upotrebom ...višedimenzionalnog skaliranja, analizira relativno značenje i položaj koji nagrađivanje zauzima u odnosu na viđenje drugih važnih faceta organizacijske klime. Analizirani su podaci prikupljeni na velikom uzorku organizacija različitih djelatnosti, a korišteni je upitnik mjerio percepciju dvanaest sadržajno različitih aspekata organizacijskog okruženja. Rezultati upućuju na semantičku sličnost nagrađivanja i drugih zaposlenicima bitnih organizacijskih sustava - napredovanja i informiranja, dok su percepcije stavova zaposlenika prema radu i organizaciji - odnos prema kvaliteti rada, motivacija i zaokupljenost, inovativnost i inicijativa te pripadnost organizaciji - relativno najudaljenije ovoj faceti klime. Nastoje se ponuditi različita teorijska objašnjenja mogućih interpretacija ukupne kognitivne mape organizacijskog konteksta, a raspravlja se i o praktičnim implikacijama dobivenih rezultata u području upravljanja i razvoja ljudskih potencijala. Ključne riječi: nagrađivanje, organizacijska klima, višedimenzionalno skaliranje
This study aimed to verify the interactive effects of supervisory and organizational justice on supervisory (satisfaction with supervisor and trust in leadership) and organization-oriented outcomes ...(perceived psychological contract fulfillment and organizational citizenship behavior). The results of combined polynomial regression with response surface methodology confirmed that the positive interaction effects of justice sources on all measured outcomes are the most pronounced in situations when employees perceive treatment from both sources as fair. However, the effects of the degree and direction of misalignment between sources of justice reflect variously, given the observed outcomes and justice types. Interestingly, if one source is seen as fair and the other as unfair, most often it results in a more negative outcome than in a situation when both sources are perceived as unfair, regardless of target similarity. The obtained results highlight the need for increasing the congruence between organizational systems and supervisors' activities in human resource management processes.
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