1. The impact of information systems on project success in a hybrid work environment: evidence from the world's largest consulting firmMarko Samardzic, Teodora Vuckovic, Danijela Ciric Lalic, Iztok Palčič, Uglješa Marjanović, 2025, original scientific article Abstract: This study investigated the impact of information systems (IS) success on Project Success (PS) within hybrid and remote work environments, drawing empirical evidence from the world's largest consulting firm. By integrating the DeLone and McLean IS success model with established PS frameworks, the research examined how IS components—system quality, user satisfaction, and use/ intent to use—influence key PS dimensions: project management success, impact on the team, impact on the customer, and project investment success. Data from 198 employees were analyzed using structural equation modeling, confirming all hypothesized relationships. Results revealed that IS net benefits significantly enhance PS across all dimensions, while system quality and user satisfaction further drive IS effectiveness. The study underscores the critical role of robust digital infrastructure in optimizing project outcomes, offering theoretical insights and practical recommendations for organizations navigating hybrid work models. Limitations and future research directions are also discussed.
Keywords: hybrid work environment, DeLone and McLean model, structural equation modeling, remote work, digital transformation, system quality, user satisfaction, net benefits, project management
Published in DKUM: 03.11.2025; Views: 0; Downloads: 6
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2. Perceived manager’s emotional intelligence and happiness at work : the mediating role of job satisfaction and affective organizational commitmentMalek Bakheet Elayan, Abdulmajeed Saad Albalawi, Haifa Mohammed Shalan, Ali H. Al-Hoorie, Mohamed Dawood Shamout, 2023, original scientific article Abstract: Background: Happiness at work is an important factor in employee satisfaction, productivity and retention. This study aimed to investigate the relationship between perceived manager’s emotional intelligence and happiness at work, and whether job satisfaction and affective organizational commitment mediate this relationship. Method: A questionnaire was distributed online to a random sample of 350 schoolteachers in Saudi public schools teaching different majors. Results: Structural equation modelling results showed that satisfaction and affective organizational commitment fully mediated the relationship between perceived manager’s emotional intelligence and happiness at work. Conclusion: Our results support the hypothesis that perceived manager’s emotional intelligence influences employee happiness through its influence on increasing or decreasing job satisfaction and affective organizational commitment. These findings therefore provide insight into employee’s wellbeing and potentially how to promote it.
Keywords: emotional intelligence, happiness at work, job satisfaction, affective organizational commitment, Saudi educational sector
Published in DKUM: 09.10.2025; Views: 0; Downloads: 2
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3. Drivers and constraints of employee satisfaction with remote work : an empirical analysisThabit Atobishi, Saeed Nosratabadi, 2023 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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4. School-to-work transition and labour marketDarja Maslić Seršić, Rudi Klanjšek, Suzana Košir, 2025, independent scientific component part or a chapter in a monograph Abstract: This chapter analyses youth labour market dynamics in Croatia and Slovenia before, during, and after the COVID-19 pandemic. Results show clear signs of post-pandemic recovery, including declining unemployment and an increase in permanent contracts. However, instability persists, with high rates of temporary, part-time, and student work that delay stable career transitions and expose young people to precarity. A rise in non-standard employment further reflects structural changes in youth labour participation. Although perceived employability has improved since 2018, the NEET rate remains a concern, particularly in Croatia. The authors observe that cross-country differences emerged, with Slovenia achieving better alignment between education and employment, while Croatia showed little progress compared to pre-pandemic trends. At the same time, work values remained stable, with good pay prioritised, while the public–private sector job satisfaction gap narrowed. Still, despite policy initiatives, many young people continue to face insecurity and difficulties transitioning into sustainable employment, with long-term socioeconomic consequences.
Keywords: educational trajectories, labour market, precarity, job satisfaction, work values
Published in DKUM: 16.09.2025; Views: 0; Downloads: 7
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5. The Effect of Work-Family Conflict on the Impact of Role Overload on Turnover Intention and Job SatisfactionAbdullah Zübeyr Akman, Oğuzhan Kodalak, 2025, original scientific article 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: 3
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6. Building organisational sustainability during the COVID-19 pandemic with an inspiring work environmentMaja Rožman, Anita Radman Peša, Mladen Rajko, Tjaša Štrukelj, 2021, original scientific article Abstract: This article aims to analyse significant differences in four constructs: occupational stress, job satisfaction, work engagement, and work productivity among employees before and after the COVID-19 pandemic. The purpose of the paper is to develop a multidimensional model with these four constructs and analyse the differences in the strength of their effects on the model across two intersectional times: before the COVID-19 pandemic and during the COVID-19 pandemic. The research was implemented on a sample of 885 employees in Slovenian organisations. During COVID-19, Slovenia had one of the strictest lockdowns. Based on the research, we can confirm significant differences in the four analysed constructs among employees before COVID-19 and during COVID-19. Based on the results, we can confirm that occupational stress had a more negative effect on job satisfaction and work engagement during COVID-19 than before prior to it. Our research and conclusions highlight the measures with which organisations can reduce the problem of occupational stress and with which organisations can increase job satisfaction, work engagement and work productivity among employees during COVID-19. Based on this, organisations may be able to build a more supportive work environment during, and after, COVID-19.
Keywords: organisational sustainability, work engagement, work environment, COVID-19, stress, satisfaction, productivity, wellbeing
Published in DKUM: 06.12.2024; Views: 0; Downloads: 11
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7. Gender differences in work satisfaction, work engagement and work efficiency of employees during the COVID-19 pandemic : the case in SloveniaMaja Rožman, Simona Sternad Zabukovšek, Samo Bobek, Polona Tominc, 2021, original scientific article Abstract: The COVID-19 pandemic and the resultant lockdown has caused massive economic disruption, leading businesses to make a rapid transition and take a new approach to business strategy. Therefore, the aim of the paper is to examine if there are statistically significant gender differences in work satisfaction, work engagement, and work efficiency among employees who work from home during the COVID-19 pandemic. Further, the paper aims to identify the importance of individual dimensions of work satisfaction, work engagement, and work efficiency, and gender differences perspective. The research is based on a survey of 785 employees in Slovenian companies. The factor analysis and the t-test for two independent samples were used to test the research hypotheses. Findings: The results show significant gender differences in work satisfaction, work engagement, and work efficiency among employees who work from home during the COVID-19 pandemic. The paper provides change management insights and recommendations to assist companies in minimizing the negative impact of the COVID-19 pandemic on their employees.
Keywords: work satisfaction, work engagement, work efficiency, employees, COVID-19
Published in DKUM: 14.10.2024; Views: 0; Downloads: 12
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8. Model of socially responsible transfer of parent organization culture to the subsidiary organization in a foreign cultural environment concerning internal communication, stress, and work satisfactionDarja Kukovec, Borut Milfelner, Matjaž Mulej, Simona Šarotar Žižek, 2021, original scientific article Abstract: 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.
Keywords: organizational culture, internal communication, work stress, work satisfaction, organizational change, organizational transfer, social responsibility, sustainability
Published in DKUM: 16.09.2024; Views: 14; Downloads: 17
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9. Appropriately organized work and employees’ concerns related to work from home during the COVID-19 pandemic : the case in SloveniaMaja Rožman, Vesna Čančer, 2022, original scientific article Abstract: Purpose: The main aim of the paper is to establish the effects of appropriately organized work as well as the effects of the employees' concerns related to work during the COVID-19 pandemic on work efficiency and work satisfaction among employees working from home during this period. The empirical research includes 619 employees in Slovenia, who participated in the survey during the COVID-19 pandemic.
Design/methodology/approach: Structural equation modeling was used in exploring the effects between constructs.
Findings: Based on the results, the authors found that appropriately organized work during the COVID-19 pandemic has a positive effect not only on the work efficiency of employees who work from home during the COVID-19 pandemic in Slovenia but also on their work satisfaction. Also, based on the results, the authors found that the employees' concerns related to work during the COVID-19 pandemic have a negative effect on the work efficiency and on the work satisfaction of employees who work from home during this period in Slovenia.
Originality/value: The COVID-19 pandemic dramatically changed the way we live and work; therefore, this paper contributes to the creation of new working conditions and employee management during and also after the COVID-19 pandemic.
Keywords: COVID-19 pandemic, appropriately organized work, work efficiency, work satisfaction, employees` concerns
Published in DKUM: 03.07.2024; Views: 117; Downloads: 12
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10. How do job-related constructs determine employee turnover? : Serbian hotels exampleMarija Cimbaljević, Milena Nedeljković Knežević, Dunja Demirović Bajrami, Milosav Dunjić, Hamid El Bilali, Milica Rančić Demir, 2020, original scientific article Abstract: In the hospitality industry, employee turnover is extremely high. It is often caused by minimal growth opportunities, intensive work, lack of flexibility, limited opportunities for promotion, lack of recognition, etc. Investment in human resources, strategies that maintain an adequate workforce and improve employee engagement is quite justified cost with multiple returns. The specific issue is that hospitality leaders often do not know the relationships between employee satisfaction, employee motivation and employee engagement, which may be the basis for understanding their intention to leave the job. The purpose of this study was to examine the relationship between the three job-related constructs: motivation, job satisfaction, and work engagement, as well as to examine their impact on employee turnover. The results confirmed a positive relationship between job satisfaction and motivation, satisfaction and work engagement, as well as the relationship between motivation and engagement. On the other side, the results showed that job satisfaction, dedication, and vigor negatively predict employee turnover. The findings may provide hotel managers with a foundation to understand this issue and assume where to direct their research and how to improve job conditions.
Keywords: job satisfaction, motivation, work engagement, employee turnover, hotel employees, Serbia
Published in DKUM: 26.01.2024; Views: 365; Downloads: 7
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