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Abstract: Background and purpose: This study aimed to fill a gap in the literature by identifying how employee burnout shapes decision-making styles in the post-COVID-19 business environment. The main goal was to examine the impact of three dimensions of burnout—exhaustion, cynicism, and professional efficacy—on four conflict-related decision-making styles: vigilance, buck-passing, procrastination, and hypervigilance. Design/Methodology/Approach: A total of 567 employees from various companies in Croatia participated in the online survey conducted in March 2023. Multiple regression analysis examined the impact of exhaustion, cynicism, and professional efficacy on decision-making styles under conflict. Results: The results of the multiple regression analysis revealed that professional efficacy leads to a vigilant decision-making style, while simultaneously diminishing procrastination, buck-passing, and hypervigilance. Cynicism, in contrast, was a positive predictor of procrastination, buck-passing, and hypervigilant decision-making. Finally, exhaustion was found to have a positive impact on hypervigilance. Conclusion: The study is significant because it contributes to the body of knowledge on the impact of burnout dimensions on professional decision-making styles in organisational settings, and it also offers practical implications of considerable importance.
Keywords: employee burnout, decision-making style, work-related stress, Croatian companies, post-COVID-19 period
Published in DKUM: 14.11.2025; Views: 0; Downloads: 4
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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: 2
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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: 2
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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: 2
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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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