Background/Purpose: Companies are becoming aware of the fact that corporate social responsibility (CSR) is becoming the imperative of their sustainable business model despite the potential costs it could generate. Researchers are mostly focused on estimating the relationship between CSR and financial performance where most of the findings indicate their positive relationship. This paper expands existing research and focuses on the relationship between CSR and the risk of bankruptcy using the data from 102 midsize and large companies from non-financial sectors using the data for four years. Research expands existing studies on the EU level according to the fact that most of the existing studies are performed among US companies. Method: Descriptive statistics and SEM-PLS methodology was used to compare and analyze financial data with data collected from 7 groups of stakeholders. Results: Research results indicate that the relation between CSR and the risk of bankruptcy is negative. Conclusion: Becoming a socially responsible company is in the best interest of all stakeholders because CSR activities contribute to financial stability and maintenance of going concern assumption.
Background and Purpose: Most developed societies are facing the challenge of an ageing population, which poses several issues, including low labour force participation and financial pressures on the sustainability of the pension system. Countries typically address this situation by raising the retirement age, which often results in dissatisfaction among workers as such decisions are perceived as imposed. Therefore, our work’s main purpose was to research the analysis of implementing measures for managing older workers in companies, which would indirectly influence workers’ decisions to voluntarily choose longer work participation. Design/Methodology/Approach: We designed our study on the assumption that companies that more frequently conduct various analyses of their employees also pay greater attention to measures for managing older workers. In doing so, we focused on the measures that the literature identifies as important for keeping older workers employed for longer. The data source was a study from 2020, which sampled large companies in Slovenia with more than 100 employees. We posed the questions to the person responsible for human resource management in the company. The initial question was whether conducting employee analyses is associated with the implementation of measures focused on education and training, skills transfer, and career development as well as managing the health of older workers. We formulated three main hypotheses, which we confirmed using linear correlation analysis. Results: We found that companies that conduct more frequent analyses of employees’ qualifications and competencies, on average, also more frequently implement measures related to the area of education and training of older workers and to the area of knowledge transfer and career development of older workers. We confirmed statistically significant correlations in general as well as at the level of particular measures. Furthermore, we found that companies that more frequently conduct analyses of the health structure of employees, on average, also more frequently implement measures in the field of managing the health of older workers. We concluded that companies that conduct employee analyses more frequently demonstrate a higher level of commitment to implementing measures for managing older workers, which subsequently impacts their decision to retire later. Conclusion: By conducting employee analyses, companies gain important information that leads to the timely and sufficiently frequent implementation of measures for managing older employees. With empirical data, we have supported our prediction that the frequency of implementing measures through which companies can influence older workers’ decisions for later retirement is associated with the frequent conduction of employee analyses. This article has contributed to our understanding of ageing and the treatment of older workers. It has also highlighted a softer approach to promoting prolonged work engagement for older employees as an alternative to unwanted, legally imposed later retirement.
Keywords: An ageing population, Management of older workers, Education and training, Knowledge transfer and career, Health management, Later retirement
Background and purpose: Employee intrapreneurial behavior (EIB) has become strategically important for organizationalperformance. 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
Background and purpose: The purpose of this study was to examine generational differences and leadership style preferences in service and manufacturing organizations in south-eastern (SE) Slovenia. The focus was on preferred leadership approaches and generational differences. Methods: Quantitative research was conducted using the Multifactor Leadership Questionnaire (MLQ) to collect data on a sample of 208 employees in manufacturing and service organizations in SE Slovenia. The questionnaire was distributed online and responses were analysed using Kolmogorov-Smirnov test, Shapiro-Wilk test, and the Kruskal Wallis test. Results: The results showed that the transformational leadership style was most preferred by the respondents, followed by the transactional and the least preferred was the laissez-faire style. A significant generational difference was found in the preference for the transactional leadership style, with Baby Boomers showing the highest preference and Generation Z the lowest. Conclusion: Although the study was limited to SE Slovenia and generalizability is limited, the results suggest that organizations should provide leadership training adapted to generational preferences to promote effective leadership. Future research should consider longitudinal and sector-specific studies, as well as the inclusion of variables such as cultural background and organizational culture.
Background and Purpose: The emergence of new technologies affects different business areas, including HR activities. Employee communication is an HR activity that can be automated with the application of chatbots. Besides the numerous advantages these artificial entities offer, the challenges generated by them also need to be considered. One such challenge is user acceptance, which plays a substantial role in the implementation. This study aims to explore employees’ behavioural responses to HR chatbots. Thus, we applied the sensemaking perspective, according to which new, unknown phenomena induce the need for interpretation in individuals that simultaneously shape individuals’ behaviour toward the phenomenon. Methodology: For data collection, we conducted semi-structured interviews that were analysed with interpretive phenomenological analysis (IPA). The sample consisted of 6 HR professionals and ten general users. The study took place at the Hungarian organisations of a multinational company. Results: The analysis revealed that subjects who attributed positive meanings to the HR chatbot typically engaged in actions that aligned with organisational expectations, i.e., using the digital assistant became part of their routine. Interestingly, the closer HR professionals are to technology in their work activities, the more positively they perceive it. However, having ambivalent feelings towards technology resulted in occasional use or avoidance, while experiencing negative feelings led to the rejection of use. Conclusion: We explored the different meanings employees attributed to the HR bot and their actions directed towards it both in the initial and transitional technology adoption phase. The results contribute to understanding how an HR chatbot can be successfully implemented in an organisation.
Background and purpose: This study aims to reveal the mediating role of organisational culture in the relationship between charismatic leadership and corporate reputation. Methodology: The universe of the study consists of health sector workers working in Istanbul. The analysis of the data obtained from the survey application of the data collected from 405 employees in the five-point Likert scale was carried out with SPSS 26.0 program, and a 95% confidence level was studied. Frequency and percentage statistics for categorical variables, mean, standard deviation and minimum and maximum statistics for numerical variables are given. In the study, the mediation model was tested with Proces Hayes Regression. Non-hierarchical clustering was used to divide the sample into groups using scale scores, and the Chi-square test was used to relate demographic characteristics with the determined groups. Results: According to the analysis results, it was concluded that organisational culture has a mediating role in the effect of charismatic leadership on corporate reputation. The results of the mediation role model are mediated by organisational culture in the effect of charismatic leadership on corporate reputation. According to the clustering analysis results, corporate reputation, charismatic leadership, and organisational culture scores are statistically significant variables for clustering. Conclusion: Together with these results, it is thought that drawing attention to the charismatic leadership behaviours in the health sector and arranging the organisational culture in a way to adapts to it positively affect the corporate reputation perception of the enterprises in line with the proposed solutions and attracts attention will make a positive contribution for both employees and individuals who will prefer health enterprises.
Keywords: Charismatic leadership, Corporate reputation, Organisational culture, Health enterprises
Background and purpose: Employee dissatisfaction with extant technology is one of the causes of shadow IT use. The selection of alternative technologies is determined by individual IT knowledge. In this study, we intend to examine the relationship between individual IT experience and the use of shadow IT in Indonesian higher education through two job characteristics, namely task identity and autonomy. Methods: This study collects and analyses data from 301 respondents at Indonesian universities with legal status using a quantitative methodology. The direct relationship in the research model was investigated using Smart-PLS data analysis. Results: The results of the study indicate that individual IT experience strongly supports the use of shadow IT by tertiary institutions with legal entities employees in Indonesia, either through task identity or job autonomy. Conclusion: In order for employees to feel satisfied, the organization must prioritize employee IT experience and the information technology requirements they require to complete their work. This can be accomplished by involving employees in the development of information technology.
Keywords: Individual IT Experience, Task Identity, Autonomy, Shadow IT
