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: 5
 Full text (828,79 KB)
This document has many files! More... |
2. Scoping out the common-sense perspective on meaningful work : theory, data and implications for human resource management and developmentFrancesco Tommasi, Riccardo Sartori, Andrea Ceschi, 2023, original scientific article Abstract: Background/Purpose: Meaningful work is a topic of relevant interest to management and organizational scholars. The study of meaningful work has been heavily characterized by theories from different disciplines, yet the common-sense perspective is often overlooked, i.e., a non-academic perspective of meaningful work. The paper presents a qualitative study on how non-academics define meaningful work. Methods: Adopting the lens of Aristotelian logic, the paper presents a methodological-theoretical approach to explore how non-academics define human resource management concepts. We asked 194 workers to propose ultimate definitions of the concept of meaningful work. The questions were submitted via a short survey collecting demographics. Results: The analysis of the collected definitions led to the proposition of an intensive definition of meaningful work according to which meaningful work is a positive experience associated with a sense of competence, the presence of positive relation with others, significance and purpose of work. Yet, there must be good reasons to experience work as meaningful as the environment may contain barriers to the presence of meaningfulness. Conclusion: Methodologically, the paper advances a novel approach to the study of human resource management and development concepts. Theoretically, the study proposes a novel perspective of meaningful work prioritizing concerns on the common-sense.
Keywords: meaningful work, common-sense, employee wellbeing, human resource management and development
Published in DKUM: 13.10.2025; Views: 0; Downloads: 0
Full text (975,52 KB)
This document has many files! More... |
3. 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: 1
Full text (1,18 MB)
This document has many files! More... |
4. Corporate social responsibility promotes organisation citizenship and pro-environmental behaviours : the employee’s perspectiveAfshan Gull Khan, Muhammad Azeem Qureshi, Kanwal Hussain, Zuhair Abbas, Saima Munawar, 2023, original scientific article Abstract: Background: Organisations in the contemporary workplace lack meaningful work and life, resulting in psychological and physical pain for workers. Employees seek organisations that align their daily work activities with society. Partially limited research exists on the relationship between corporate social responsibility (CSR) and employee work-related attitudes, especially with the mediating mechanism of employee work meaningfulness (EWM) and organisation identification (OID) in developing country contexts such as Pakistan. This study has used Social Learning Theory (SLT) and Social Identification Theory (SIT). Methods: Data were collected through a sample of 154 employees in two waves from multiple sectors in Karachi, Pakistan, using non-probability, purposive sampling. The PLS-SEM, along with IBM-SPSS, was run for data analysis. Results: The results demonstrated that Corporate social responsibility (CSR) has a significant positive relationship with employee work-related attitudes. CSR affects organisational citizenship behaviour (OCB) and pro-environmental behaviours (PEB) through the mediation mechanism of employee work meaningfulness (EWM) and organisational identification (OID). Conclusion: This study contributes to the nascent literature by establishing that EWM and OID mediate the effect of CSR on OCB and PEB. Furthermore, this study utilizes two primary theoretical lenses and provides a novel contribution to the current literature. Finally, this study provides valuable insights to policymakers, businesses, and society.
Keywords: work-related attitudes, corporate social responsibility, employee work meaningfulness, organisational citizenship behaviour, pro-environmental behaviours
Published in DKUM: 08.10.2025; Views: 0; Downloads: 0
Full text (1,20 MB)
This document has many files! More... |
5. 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: 0
Full text (995,12 KB)
This document has many files! More... |
6. High-performance work systems and intrapreneurial behavior : the mediating role of knowledge centered cultureQasem Alshaar, Amineh A. Khaddam, Hani J. Irtaimeh, Amro Alzghoul, 2023, original scientific article Abstract: Background and purpose: Employee intrapreneurial behavior (EIB) has become strategically important for organizational performance. Contemporary managers are exploring ways by which EIB can be reinforced and sustained.
The purpose of this study is to examine the role of high-performance work systems (HPWS) and knowledge centered culture (KCC) on EIB, and the mediating role of KCC on the HPWS-EIB path.
Methodology: The proposed hypotheses were tested by utilizing the variance-based structural equation modeling approach on cross-sectional responses garnered from individuals working in the Jordanian tourism, travel, and hospitality enterprises.
Results: The analyses yielded robust support for the associations. As expected, HPWS had a direct and significant effect on KCC and EIB. Consequently, KCC did not only impact EIB significantly, but also mediated the association between HPWS and EIB.
Conclusion: This study considers bundle of HR initiatives via HPWS and explores the underlying processes by which EIB is nurtured. Unlike past discoveries that linked HPWS to EIB, this study shows why and how EIB is enabled in an Arabian context. The findings did not only extend past discoveries, but also provide theoretical and practical basis for EIB as an outcome.
Keywords: high-performance work systems, intrapreneurial behavior, knowledge centered culture, Jordan
Published in DKUM: 06.10.2025; Views: 0; Downloads: 1
Full text (1,31 MB)
This document has many files! More... |
7. Protection of workers in relation to the use of artificial intelligence in the workplaceAsja Lešnik, 2025, original scientific article Abstract: This article examines the impact of artificial intelligence (AI) on all stages of the employment relationship and analyses whether the current legal framework adequately protects workers from the risks posed by the use of AI in the workplace. The focus is on Slovenian labour law, while also considering relevant international and EU legal sources such as the AI Act, the Directive on Improving Working Conditions in Platform Work, the GDPR, and the EU Charter of Fundamental Rights. The author addresses legal challenges including discrimination, data protection, privacy, occupational safety and health, and liability for damages. The article finds that while some protective mechanisms already exist, none of the analysed legal sources comprehensively regulate AI use in employment relationships. To ensure effective worker protection, the author argues for either the amendment of current laws or the adoption of dedicated legislation. Since AI will play an even more significant role in Labour Law in the future, it is crucial for the law to adapt in a timely manner to the new challenges posed by AI.
Keywords: artificial intelligence, algorithmic management, automation of work processes, discrimination, data protection, privacy protection, occupational safety and health, liability, worker protection, legal framework
Published in DKUM: 02.10.2025; Views: 0; Downloads: 4
Full text (1,02 MB)
This document has many files! More...
This document is also a collection of 1 document! |
8. 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: 5
Full text (669,65 KB)
This document has many files! More... |
9. How workplace friendships impact burnout among social care leaders : a job demands-resources framework analysisRéka Schutzmann, Anna Kozak, Klára Soltész-Várhelyi, Katalin Nistor, Beáta Dávid, 2025, original scientific article Abstract: Background and purpose: The purpose of this study, guided by the Job Demands-Resources Model, is to investigate the role of workplace friendships in mitigating burnout. This research is notable for its unique focus on a relatively rare sample: social care leaders. These individuals play a crucial role in shaping and influencing social services, making their insights invaluable for understanding the challenges and opportunities within this sector. Methods: Using a cross-sectional and quantitative design, data were collected from a convenience sample of Hungarian social care leaders, including sociodemographic information, the Copenhagen Psychosocial Questionnaire (COPSOQ II), and professional core discussion network (pCDN) questions. The analysis of 449 Hungarian social care leaders employs a saturated model of moderated mediation (controlling for age and gender) to examine how stress mediates the relationship between quantitative demands and burnout and how workplace friendships moderate this mediation effect. Results: The results indicate that stress significantly mediates the relationship between quantitative demands and burnout, with workplace friendships acting as a buffer under moderate stress levels. Having at least one workplace friend reduces the impact of stress on burnout; however, this protective effect diminishes under higher stress intensities. Conclusions: These findings underscore the importance of fostering quality and balanced workplace friendships rather than merely increasing the number of supportive relationships. Given the systemic challenges in Hungarian social care, these insights are particularly relevant for leaders seeking to improve workforce resilience and well-being.
Keywords: workplace friendship, burnout, stress, quantitative demands, social care leaders, social work
Published in DKUM: 05.09.2025; Views: 0; Downloads: 0
Full text (1,39 MB)
This document has many files! More... |
10. The reform of family mediation in SloveniaKatja Drnovšek, Suzana Kraljić, 2025, original scientific article Abstract: Slovenian experience with ADR, including mediation, is relatively recent, with the first courtaffiliated mediation program introduced in 2001 at the District Court in Ljubljana. The formal adoption of various legal instruments, most notably the Act on Mediation in Civil and Commercial Matters in 2008 and the Act on Alternative Dispute Resolution in Judicial Matters in 2010 represented a significant step forward in facilitating a wider access to mediation. However, it was only in 2019 that the new Family Code introduced further reforms of family mediation within the scope of a comprehensive reform of Slovenian family law. Among other notable developments, it newly defined family mediation, provided legal grounds for mediation conducted before and after court proceedings and responsible authorities, determined the rules on appointing mediators, as well as special rules for mediation conducted in family matters, and authorised the ministry responsible for family affairs with several supervisory and organisational tasks. The article analyses the new legal framework for family mediation, comparing it with court-affiliated procedures, and examines its success as demonstrated by the available statistical data.
Keywords: mediation in family matters, reform of family law, court-affiliated mediation, mediation at social work centres, child’s best interest in mediation procedures
Published in DKUM: 04.09.2025; Views: 0; Downloads: 11
Full text (164,52 KB)
This document has many files! More... |
