The purpose of this study is to introduce Sustainable Socially Responsible Society 6.0 as a new concept that is supposed to extend ‘Corporate Social Responsibility’ to the entire society for ...humankind to gain a new chance to survive beyond the dangerous neoliberalism that abuses the market and democracy to the benefit of very few humans—the richest one percent and a few around them—and beyond Society 5.0. This study aims to define the framework conditions of ‘Well-being Society 6.0’, where humans can both achieve and define their targeted quality of life, including work–life balance, etc. Mulej’s Dialectical Systems Theory provides requisite (i.e., sufficient and necessary) integrity/holism of approach that leads to a Sustainable Socially Responsible (SSR) Society without overlooking the necessity of personal, including managerial, responsibility. Most humans try to satisfy their basic survival needs by management, which is requisitely holistic; it can and shall contribute to setting the framework conditions, foremost with non-technological innovation management. The Economy for the Common Good can contribute to SSR Society 6.0, including ‘Well-being society’. In addition, in 2019–2021 humankind is experiencing the ‘new Corona Virus’ crisis, killing millions, but also enabling a crucial step toward a well-being society by returning worldwide economic governance from neoliberalism to Keynes-based state capitalism with no loud objections.
The aim of this article is to provide information about using Ryff's Scales of Psychological Well-Being in Slovenia. Based on the initial presentation of the concept of psychological well-being ...(PWB), this article subsequently presents the results of empirical research in the PWB of employees in organizations in Slovenia. The main goal of this research is to present the procedure of building a PWB model based on the Ryff and Keyes multidimensional model of well-being, which was adapted to the studied population. By using factor analysis, both the exploratory and the confirmatory one, we confirmed that the PWB model is multidimensional. We made a selection of constructs and indicators that best describe PWB. The results of the final PWB model can let us report that the relationship between PWB and "autonomy" is stronger than the relationship between PWB and "positive relations with others", and between PWB and "self-acceptance". For the human resource management activities in Slovenian organizations it is also important that employees want to learn and grow. The results provide the basis for the future actions, necessary to raise awareness of stakeholders.
Purpose
– The purpose of this paper is to provide a new non-technological innovation concerning management processes in organization, focussing on occupational health promotion as a part of social ...responsibility (SR). Employer’s occupational health promotion includes systemic and systematic activities for good employees’ social, physical and mental health; synergy is suggested.
Design/methodology/approach
– A qualitative analysis using SR, dialectical systems theory and human resource management is applied.
Findings
– A healthy company can be built by occupational health promotion, which must take place socially responsibly and requisitely holistically.
Research limitations/implications
– Qualitative analysis is applied in desk and field research on Slovenia.
Practical implications
– The novel socially responsible, requisitely holistic approach to managing employee’s health, exposing personal and corporate SR prevents oversights and resulting failures.
Originality/value
– Available literature offers no similar concept.
The organizational culture is a significant construct in a time of change during the organizational transition, and it plays an important role in achieving goals of social responsibilities, which is ...an important part of sustainability. The literature shows the gap of socially responsible transfer of organizational culture with the impact on employee’s well-being. The cultural changes of the organization during the transition are particularly in connection with the impact on internal communication where organizational culture presents a part of values, norms, and ethics, which influences successfully implemented changes and in such a way has an influence on the stress and work satisfaction. The main purpose of the presented study is the development of the model of socially responsible transfer of organizational culture to the foreign subsidiaries on a basis of adjusted internal communication, which reduces stress and increases work satisfaction. Impacts of organizational culture on internal communication, stress, and work satisfaction are clearly presented, as well as inter-related impacts of the constructs concerning national culture, leadership, and organizational knowledge. Thus, the new holistic model of socially responsible transfer of the parent organization culture to foreign subsidiaries clearly defines steps of organizational culture, internal communication, stress management, and work satisfaction. Managerial implications are discussed.
Purpose
This paper aims to develop a multiple-criteria model for the assessment of human resource management (HRM), focusing on groups of organizations with respect to industry.
...Design/methodology/approach
The approach presented in this paper follows the framework procedure for multiple-criteria decision-making based on the Quantified Dialectical Systems Theory. It considers the factor analysis results in structuring the problem. By considering several experts’ judgments already when measuring the importance of criteria, it enables respondents to omit those sets of criteria for which they are neither experts nor responsible.
Findings
The paper shows that the factor analysis results can also be used in structuring the multi-dimensional concept in multiple-criteria model for assessing HRM – a step forward to multi-methodology. The obtained aggregate values show human resource managers the key success and failure factors to adopt an integrated/requisitely holistic and innovated strategy related to HRM in organizations.
Research limitations/implications
The approach presented in this paper helps managers in developing and implementing a requisitely holistic model of HRM, adapted to several groups of organizations, such as with respect to their industry, in any country.
Practical implications
This paper provides recommendations for HRM in organizations.
Originality/value
This paper fills the gap in the research on multiple-criteria HRM assessment in organizations with respect to their industry by developing a multiple-criteria model for the assessment of HRM in groups of organizations, with application based on their industries.
The topic of health-promoting leadership has often been investigated on its impact on health outcomes. However, it is still unclear if healthpromoting leadership has an impact on other well-being ...parameters at work besides health. Another leadership behavior, the leaders’ listening skills, can benefit well-being parameters at the workplace, such as job satisfaction, which in turn lowers turnover intention. In the present study, we investigate the relationship between health-promoting leadership, the leaders’ listening skills, job satisfaction, and turnover intention to get a clearer picture about the effects of different leadership behaviors on the employees’ well-being. The results of an online-study with 354 Austrian and Slovenian workers showed that both types of leadership behaviors had a direct effect on the employees’ job satisfaction and an indirect effect on turnover intention through job satisfaction. Listening was found to have a stronger direct impact on job satisfaction. The findings indicate that both leadership behaviors are able to support well-being at the workplace.
Work is a crucial part of human life. One should attain employees’ well-being (WB) to support organisational success. In the first phase, the confirmatory factor analysis (CFA) was employed to assess ...the dimensionality, reliability, and validity of the reflective latent constructs. In the second phase, structural equation modelling was performed to test the research hypotheses. By structural equation modelling we found that physical health (PH) statistically significant negatively affects subjective emotional well-being (SEWB). Positive PH and SEWB were negatively connected. Emotional intelligence (EI) has a statistically significant impact on SEWB. The last relationship in the model—between spiritual intelligence (SI) and self-determination (SD)—was negative, but statistically significant. Therefore, human resource management’s activities (HRM) must concentrate on optimal physical/mental health, emotional (EI) and spiritual (SI) intelligence. Employees’ good health supports their emotional WB. Their emotional balance, based on their EI, enhances their subjective emotional WB and SD. The employees ’SI affects their SD.
The labor market is currently experiencing employees of four generations. Each generation has different behavior patterns, attitudes, expectations, habits, and motivational mechanisms. As ...generational gaps play an important role in the business process, organizations have to find ways to balance the needs and views of different age groups. To overcome the negative outcomes arising from generational differences and to use the strengths of each generation, the implementation of comprehensive and proactive model of intergenerational cooperation, presented in the paper, is becoming the necessity for each organization because of the benefits.
Purpose
This paper aims to present the findings of the research about the role of different intelligences in overcoming the differences in employee value system as a source of success.
...Design/methodology/approach
Based on their previous research, the authors used desk and informal field research, the Dialectical Systems Theory and its Law of Requisite Holism.
Findings
The integration of one’s personal development with one’s individual intelligence influences human value systems. Knowledge and developing of various types of intelligence matter: it lets individuals develop faster, in the long run. The higher one’s level of intelligence is, the easier one finds it to face problems or experience. Thus, one is becoming a mature personality, who can overcome extreme alternatives to the briefed human values. This process can also receive meaningful support from the exercise of social responsibility, which is one’s responsibility for one’s impacts on society, i.e. people and nature. Success of the process depends on “personal requisite holism”. The top managers need significantly more emotional and social competences than the others.
Research limitations/implications
The topic is researched with qualitative analysis in desk and informal field research. Quantitative methodological approach took place in the authors’ cited previous publications.
Practical implications
Work distribution makes the leaders and subordinates differ in prevailing values, too. Mastering of these differences will support business success, survival of jobs included and well-being of coworkers from both groups. Application of the cognitive, emotional and spiritual intelligences might help the organization meet this need. The fourth – physical intelligence – supports ensuring the psychological well-being at work; from this, other mentioned intelligences have been developed. Mastering of these differences can also receive support from methods of creative cooperation, social responsibility and personal requisite holism; the authors have reported about these elsewhere, and only point to these in this study.
Social implications
The more holistic intelligences system generates a more socially responsible society.
Originality/value
No similar concept is offered in the available literature.
Purpose - The purpose of this paper is to provide a new non-technological innovation to manage socio-economic crises. Economic theory, which is one-sided and fails, cannot manage these crises; the ...model suggests that crises should be solved using social responsibility (SR), human requisite holism (RH), and well-being (WB).Design methodology approach - A qualitative analysis using SR, Human RH, and WB, as well as dialectical systems theory, is applied. Field research involved Slovenian mid-sized enterprises.Findings - The current global socio-economic environmental crisis reflects decision makers' one-sidedness and resulting oversights. SR supports their holism and honesty and fights their abuse of impact. SR can help solve crises by reducing human one-sidedness better, if SR is upgraded with increasing WB, not welfare alone. Both SR and WB support RH behavior. The innovative synergy between WB and SR leads to a solution of crises. Dialectical systems theory supports WB and SR.Research limitations implications - The hypothesis is researched to the greatest extent possible, with qualitative analysis in desk and field research.Practical implications - Findings support new requisitely holistic approach to managing socio-economic crises in politics and business.Originality value - Available literature offers no similar concept.
PDF
