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Abstract: 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.
Keywords: health-promoting leadership, job satisfaction, listening, turnover intention, well-being
Published in DKUM: 05.11.2025; Views: 0; Downloads: 0
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Abstract: Purpose: The purpose of this study is to examine how employee perceptions of corporate social responsibility (CSR) can enhance creative performance in an organization both directly and indirectly through job satisfaction and organizational citizenship behavior. This will allow organizations to consider the different factors influencing creative performance, and how these factors can be utilized in a beneficial manner for the organization. Methods: The data for this study was collected via a survey among three telecommunication companies. The valid responses amounted to 344 junior employees. The data was then analyzed to test the hypotheses through structural equation modeling (SEM). Results: The findings of this study indicated a direct positive significant relationship between employee CSR perceptions and creative performance. As well as a positive correlation between employee CSR perceptions and extrinsic and intrinsic job satisfaction. Furthermore, supporting the indirect effects of job satisfaction and organizational citizenship behavior. Moreover, a positive correlation between job satisfaction and organizational citizenship behavior was found. Finally, organizational citizenship behavior and creative performance showcased a positive correlation as well. Conclusion: Organizations should consider the impact of employee CSR perceptions on creative performance, indirectly through extrinsic and intrinsic job satisfaction and organizational citizenship behavior to achieve higher levels of creative performance within their organizations.
Keywords: employee CSR perceptions, job satisfaction, creative performance, corporate social responsibility, creativity, organizational citizenship behavior
Published in DKUM: 09.10.2025; Views: 0; Downloads: 1
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Abstract: Background/Purpose: The Covid 19 epidemic has forced many organizations to move to remote work (RW), and this trend is expected to continue even later in the post-epidemic period. Employees of the organization are at the heart of this transi-tion to RW, so identifying the factors that affect employee satisfaction with RW is very important for organizations to increase employee commitment and motivation. Therefore, the main objective of this study was to identify and prioritize the factors affecting employee satisfaction with RW using an innovative method. Method: In the first phase of this study, a conceptual research model was designed inspired by literature. In the next phase, the proposed conceptual model of this re-search was tested using structural equation modeling (SEM). Then, using the artifi-cial neural network model, the importance of each of the model variables in pre-dicting employee satisfaction with RW was identified. Results: The findings of this article ultimately disclosed that work-life balance, in-stitutional and technological support, job satisfaction, and perceived limited com-munication are, respectively, are elements that affect employee satisfaction with RW. The first three factors are drivers of employee satisfaction and the last factor (i.e., perceived limited communication) is the constraint of employee satisfaction with RW because it had a statistically significant negative effect on employee satis-faction with RW. Conclusion: This study revealed that organizations should focus on the processes and strategies to improve employees’ work-life balance, provide institutional and technological support during remote work, and increase job satisfaction in order to increase the satisfaction level of their employees in the remote work. On the other hand, it was found that perceived limited communication is an effective factor that causes a decrease in the level of satisfaction of employees in remote work.
Keywords: remote work, employee satisfaction, structural equation modeling, multilayer per-ceptron, artificial intelligence, artificial neurol network, Covid 19 pandemic
Published in DKUM: 08.10.2025; Views: 0; Downloads: 1
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Abstract: This chapter examines youth well-being in Croatia and Slovenia before, during, and after the COVID-19 pandemic, with particular emphasis on mental health outcomes. Findings reveal a marked decline in life satisfaction across family life, friendships, and body image, with negative changes disproportionately affecting girls and young people of lower socio-economic status. During the pandemic, around one-fifth of respondents reported rarely or never experiencing positive emotions, while one-third frequently encountered negative states such as sadness, fear, or anger. Loneliness emerged as a significant concern, particularly among girls, though age-specific patterns differed between the two countries. Despite this, most young people retained access to supportive social networks, which served as an important protective factor. On the other hand, the post-pandemic period showed improvements in subjective well-being, which included stronger social connectedness and more positive emotional states. However, persistent vulnerabilities remain, particularly among girls, the youngest cohort, and youth from disadvantaged backgrounds.
Keywords: life satisfaction, subjective well-being, youth vulnerabilities, mental health, COVID-19 pandemic
Published in DKUM: 09.09.2025; Views: 0; Downloads: 7
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Abstract: Purpose: This study aims to investigate how role overload and work-family conflict influence turnover intention and job satisfaction among public employees, providing insights for management practices to enhance employee well-being and organizational effectiveness. Design/Methods: Quantitative data were collected from 390 public employees in the Central Anatolia region of Turkey. Structural equation modeling (SEM) was employed to analyze the relationships between role overload, work-family conflict, job satisfaction, and turnover intention. Results: The study reveals that role overload positively influences work-family conflict, which in turn negatively impacts job satisfaction and increases turnover intention among public sector employees. Furthermore, job satisfaction is found to negatively affect turnover intention. Conclusion: The findings highlight the importance of addressing role overload and work-family conflict to mitigate turnover intention and enhance job satisfaction among public employees. From a practical perspective, this study suggests that organizations should prioritize initiatives aimed at reducing role overload and managing work-family conflict to foster a positive work environment and retain talented employees. Socially, the study underscores the significance of supporting employees in balancing work and family responsibilities to promote their overall well-being and contribute to societal welfare.
Keywords: role overload, work-family conflict, turnover intention, job satisfaction, role conflict theory
Published in DKUM: 07.08.2025; Views: 0; Downloads: 2
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