Iskanje po katalogu digitalne knjižnice

Opis: 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.
Ključne besede: work-related attitudes, corporate social responsibility, employee work meaningfulness, organisational citizenship behaviour, pro-environmental behaviours
Objavljeno v DKUM: 08.10.2025; Ogledov: 0; Prenosov: 2
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Opis: 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.
Ključne besede: mediation in family matters, reform of family law, court-affiliated mediation, mediation at social work centres, child’s best interest in mediation procedures
Objavljeno v DKUM: 04.09.2025; Ogledov: 0; Prenosov: 12
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Opis: 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.
Ključne besede: organizational culture, internal communication, work stress, work satisfaction, organizational change, organizational transfer, social responsibility, sustainability
Objavljeno v DKUM: 16.09.2024; Ogledov: 14; Prenosov: 16
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Opis: The monograph on improving the response of first responders to domestic violence in Europe aims to identify gaps in the cooperation of first-line responders and deliver recommendations, toolkits and collaborative training for European police organizations and medical and social work professionals. The goal is to improve integrate institutional response to domestic violence. Shared training and adequate risk assessment tools will create a positive feedback loop, increasing reporting rates of domestic violence to police, the medical profession, and community and social work practitioners.
Ključne besede: domestic violence, first responders, risk assessments, police, social work, health, cooperation, training, Europe
Objavljeno v DKUM: 09.12.2021; Ogledov: 1129; Prenosov: 199
Celotno besedilo (17,21 MB)
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