@article{MTMT:34732581,
	title = {Effects of Institutional and Organizational Factors on the Changing Contours of Industrial Relations in Central and Eastern Europe},
	url = {https://m2.mtmt.hu/api/publication/34732581},
	author = {Berber, Nemanja and Morley, Michael J. and Poór, József and Slavić, Agneš and Gašić, Dimitrije},
	doi = {10.5771/0949-6181-2024-1-71},
	journal-iso = {J EAST EUR MANAG STUD},
	journal = {JOURNAL OF EAST EUROPEAN MANAGEMENT STUDIES},
	volume = {29},
	unique-id = {34732581},
	issn = {0949-6181},
	abstract = {Since the early 1990s, the industrial relations systems in the transition economies of Central and Eastern Europe have been undergoing complex transformation processes. As the business environment has radically altered from a centrally planned system to an open competitive one, trade unions in the region have struggled to carve out a role in the new order. We draw upon organizational survey level evidence gathered from 1604 HR managers to examine trade union recognition, trade union coverage, as well as the perceived ongoing influence of the trade union movement in Croatia, Estonia, Hungary, Latvia, Lithuania, Romania, Serbia, Slovakia, and Slovenia. Our analysis points to the legitimacy challenges faced by the labour union movement in the dramatically altered political and economic situation that emerged in the region as a result of the attenuation of socialism and the advent of a new market order. It also lends further support to the growing body of evidence on the lack of preparedness of the union movement for the new dispensation that emerged following the collapse of communism in the region.},
	year = {2024},
	eissn = {1862-0019},
	pages = {71-101},
	orcid-numbers = {Poór, József/0000-0002-6873-0646}
}

@mastersthesis{MTMT:36197305,
	title = {Desenvolvimento de competências comportamentais e o impacto na gestão de empresas},
	url = {https://m2.mtmt.hu/api/publication/36197305},
	author = {LEITÃO, Bruno Diogo Dinis},
	unique-id = {36197305},
	abstract = {This study investigates the influence of soft skills, in the labor market, comparing the private retail sector and the public health sector. The choice of this topic reflects the growing recognition of the importance of these competencies in organizational development. The research was conducted based on a retail multinational, “Privado, Lda,” and a public hospital in the Lisbon region, where a lack of investment in behavioral development practices is evident. The study analyzes how technological evolution has impacted the development of new professional profiles and the variations in development practices between the sectors. The methodology adopted includes a case study, with a survey of 25 employees from each sector, to assess the value placed on soft skills, as well as the impact of leadership development policies and workplace satisfaction on motivation and talent retention. The results indicate that investment in training is positively correlated with talent retention, being more significant in the private sector (ρ = 0.657) compared to the public sector (ρ = 0.492). In the private sector, 43.11% of the variation in talent retention is explained by training, while in the public sector, this value is 24.19%. Additionally, investment in job satisfaction impacts employee commitment, with stronger correlations in the private sector (ρ = 0.629), while in the public sector, the correlation is low (ρ = 0.094). The impact of leadership and work-life balance is also noteworthy, with stronger correlations in the private sector (ρ = 0.820) compared to the public sector (ρ = 0.703). The results highlight that the private sector is more mature in terms of training methods and programs, emphasizing the importance of developing behavioral competencies to enhance motivation and talent retention.},
	year = {2024}
}

@mastersthesis{MTMT:36197156,
	title = {Employee Development and Employee Resilience in the Post-Covid-19 Workplace: A Quantitative Study of High School Educators},
	url = {https://m2.mtmt.hu/api/publication/36197156},
	author = {Maffei, Amy Keiser},
	unique-id = {36197156},
	abstract = {The problem addressed by this research is the need for protective factors to support teacher resilience. Organizations that fail to develop employee resilience risk failing to enjoy the positive outcomes associated with it. Research-based methods to improve resilience may benefit organizations, including school districts. The purpose of this study was to examine the relationship between employee development provided by a school district and the resilience of its high school teachers in the post-Covid-19, in-person workplace. Conservation of Resources theory served as the framework to guide the research. Study participants completed a questionnaire with Likert-style response options, with items to assess the perceived employee development opportunities from their employee and their employee resilience. Data analysis used a Spearman’s correlation to produce statistical results regarding the relationship between employee development and employee resilience. In conclusion, the null hypothesis was able to be rejected. Employee development and employee resilience showed a weak, positive correlation that was significant, rs(223) = .29, p <.001. In addition, multiple linear regression analysis produced a model that could be used to predict 15.1% of variance in the outcome variable, employee resilience, R2 = .15, F(7,217) = 5.5, p<.001. Two of the seven employee development factors emerged from the multiple regression analysis as significant predictors of employee resilience, and both were positive. Those factors were meeting employee requests for internal job transfers, β =.14, p = .033, and instilling confidence regarding training and development for new tasks, β = .25, p = .009.},
	year = {2024}
}

@article{MTMT:36196706,
	title = {Enhancing the Potential Absorptive Capacity of the Project-Based Organizations Through Human Resources Development: Evidence from Registered Contractors in Tanzania},
	url = {https://m2.mtmt.hu/api/publication/36196706},
	author = {Majaliwa, Emmanuel and Kessy, Severine Sirito and Sanga, John Johannes},
	doi = {10.56279/orseaj.v13i2.3},
	journal-iso = {OJ},
	journal = {ORSEA JOURNAL},
	volume = {13},
	unique-id = {36196706},
	issn = {1821-7567},
	abstract = {The potential absorptive capacity (PAcap) of a firm can best be achieved, given a set of antecedents in terms of knowledge sources and experiences. The limit to these antecedents however remains unexplored and it offers opportunities for future expansion of the ACAP theory through research. The main purpose of this study is to examine the influence of human resources development practices on PAcap of project based organizations (PBOs). The study is explanatory in nature and it adopted a cross-sectional research design. In data analysis, simple random sampling technique was applied in selecting 293 representatives from 293 contractors and questionnaires was used in data collection as well as the PLS-SEM with the help of SmartPLS 3.2.8 software. The findings reveal that career development, developmental performance appraisal and team building have positive influence on the PAcap of a firm. The study contributes to the body of knowledge that all of the three human resources development (HRD) attributes are the perfect antecedents of PAcap in the absorptive capacity theory. It is also recommended that managers and policy makers have to introduce, initiate and encourage employees to participate in different career development programmes, engage fully in developmental performance appraisal programs and effectively build teams. Future researches on absorptive capacity are suggested to be conducted in the longitudinal kind of design to accommodate the procedures of knowledge creation from acquisition to its exploitation.},
	year = {2024},
	eissn = {2591-6947},
	pages = {35-51}
}

@article{MTMT:34327816,
	title = {Do employees benefit from employer branding strategy? The mediator role of affective commitment},
	url = {https://m2.mtmt.hu/api/publication/34327816},
	author = {Slavkovic, Marko and Miric, Marija},
	doi = {10.5937/StraMan2300051S},
	journal-iso = {STRAT MANAG},
	journal = {STRATEGIC MANAGEMENT: INTERNATIONAL JOURNAL OF STRATEGIC MANAGEMENT AND DECISION SUPPORT SYSTEM IN STRATEGIC MANAGEMENT},
	volume = {29},
	unique-id = {34327816},
	issn = {1821-3448},
	abstract = {Background: The modern business environment has caused a radical changes in all human resource management activities. In order to retain a competent and talented workforce, business organizations should manage job satisfaction, which imposes the need for a well-designed and implemented human resource management strategy.Purpose: This study aims to examine the role of affective commitment as a mediator in the relationships between employer brand values and job satisfaction.Study design/methodology/approach: Empirical research was carried out on a sample of managers from 146 enterprises in the Republic of Serbia, and data was collected using a questionnaire technique. After implementing descriptive and correlation analysis, we used simple and multiple regression to examine the mediator effects, and the Sobel Z test.Findings/conclusions: Our findings present empirical evidence on the mediating effects of affective commitment in the previously listed relationships.Limitations/future research: There are just three values relevant to the development of an employer branding strategy included in the study and this is acknowledged as a limitation. According to the models available in the literature, further research will contain other relevant components of the employer brand.},
	keywords = {Job Satisfaction; Organizational Culture; REPUTATION; employer brand; training and development; Strategic human resource management; affective commitment Serbia},
	year = {2024},
	eissn = {2334-6191},
	pages = {32-47}
}

@article{MTMT:36196717,
	title = {Mesleki Rehberlik ve Kariyer Danışmanlığı Müdahalelerine İlişkin Yapılan Çalışmaların İncelenmesi},
	url = {https://m2.mtmt.hu/api/publication/36196717},
	author = {DÖNMEZOĞULLARI, Cem},
	doi = {10.60107/maunef.1365810},
	journal = {Muş Alparslan Üniversitesi Eğitim Fakültesi Dergisi},
	volume = {3},
	unique-id = {36196717},
	abstract = {This research, it is aimed to analyse the experimental studies and case studies conducted in Türkiye on vocational guidance and career counseling interventions between the years 2012-2021. In accordance with this purpose, the theses in the database of "The Higher Education Council National Thesis Center" and the articles in the national database of "ULAKBİM" related to individual counseling, group counseling,individual guidance, group guidance and psychoeducation as vocational guidance and career counseling intervention were analysed. Content analysis was used in the analysis of the obtained data. As a result of the research, it was determined that psychoeducation was mostly used as an intervention, the majority of the studies were in quasi-experimental design, the study group was mostly conducted with university students, the number of sessions in the interventions was mostly between 5-8 sessions, the session duration was mostly between 65-90 minutes, the number of studies increased after 2017, career decision was the most studied subject, the cognitive-behavioral approach was mostly used as the basis and model in the studies and most of the studies were conducted in the field of guidance and psychological counseling. As a result of the correspondence analysis, it was concluded that there was no relation between variables the year and the researched subject, the year and the approach/model, and the based approach/model and the type of intervention},
	year = {2023},
	eissn = {2791-7320},
	pages = {210-234},
	orcid-numbers = {DÖNMEZOĞULLARI, Cem/0000-0001-7011-5928}
}

@article{MTMT:36196663,
	title = {Navigating Career Progression in Public Service: An Integration of Kerry B. Bernes' Synergistic Model},
	url = {https://m2.mtmt.hu/api/publication/36196663},
	author = {Farida, Ida and Nurdin, Nani Harlinda and Juwita, Masayu Nila},
	doi = {10.24198/jmpp.v7i1.49424},
	journal = {Jurnal Manajemen Pelayanan Publik},
	volume = {7},
	unique-id = {36196663},
	issn = {2580-9970},
	abstract = {The career development of State Civil Apparatus (ASN) has an integral role in improving the quality of public services. This article wants to explore ASN career development by integrating career development models in public services. The career development model used is the Synergy Model issued by Kerry B. Bernes, which looks at existing phenomena and their suitability for answering problems that refer to the individual dimension, organizational dimension, and alignment dimension for ASN career development. To strengthen the argument for using the synergy career development model, the author uses a case study supported by a document study. The results showed that the synergy between individuals, organizations and the way they are aligned is the main key to ASN career development in public service delivery.},
	year = {2023},
	eissn = {2581-1878},
	pages = {209-225},
	orcid-numbers = {Farida, Ida/0000-0002-7408-4214}
}

@article{MTMT:34134081,
	title = {Determinants of the Indonesian military’s career development: Mediating role of performance and moderating role of objectivity of organizational commitment},
	url = {https://m2.mtmt.hu/api/publication/34134081},
	author = {Riyanto, Slamet and Rahman Lubis, Abdul and Yunus, Mukhlis and Honneyta Lubis, Permana},
	doi = {10.21511/ppm.21(3).2023.04},
	journal-iso = {PROBLEMS AND PERSPECTIVES IN MANAGEMENT},
	journal = {PROBLEMS AND PERSPECTIVES IN MANAGEMENT},
	volume = {21},
	unique-id = {34134081},
	issn = {1727-7051},
	abstract = {Career development is a vital aspect of improving work effectiveness and the best contribution of employees to the organization. This study aims to explore the determinants of career development of the Indonesian military. This quantitative study uses a questionnaire (in print and Google Forms) to collect data from 384 Indonesian National Armed Forces personnel at the Iskandar Muda Military Command, Banda Aceh, Indonesia. The participants were army soldiers with the rank levels of non-commissioned, first, and middle officers. Data were processed using the AMOS software and structural equation modeling (SEM) approach. The findings show that the three constructs (work motivation, physical fitness, and emotional intelligence) are relevant in predicting the performance and career development of the Indonesian military. Next, the objectivity of organizational commitment moderates the relationship between performance and career development. In addition, performance mediates the relationship between the three independent variables and career development. These findings imply that the Iskandar Muda military command is expected to be able to apply them in improving performance and career development under applicable procedures.},
	year = {2023},
	eissn = {1810-5467},
	pages = {40-53},
	orcid-numbers = {Riyanto, Slamet/0000-0002-8324-5956; Rahman Lubis, Abdul/0000-0001-6922-991X; Yunus, Mukhlis/0000-0002-7653-2885; Honneyta Lubis, Permana/0000-0002-3595-9006}
}

@article{MTMT:33421217,
	title = {Intergenerational Socioeconomic Mobility and Cognitive Impairment Among Chinese Older Adults: Gender Differences},
	url = {https://m2.mtmt.hu/api/publication/33421217},
	author = {Fu, Rong and Liu, Yujun},
	doi = {10.1177/07334648221084996},
	journal-iso = {J APPL GERONTOL},
	journal = {JOURNAL OF APPLIED GERONTOLOGY},
	volume = {41},
	unique-id = {33421217},
	issn = {0733-4648},
	abstract = {This study examined the impact of intergenerational socioeconomic mobility on the risk of cognitive impairment in a cohort of Chinese older adults aged 60 years and older. Data were derived from the 2014 wave of the Chinese Longitudinal Healthy Longevity Survey. Logistic regression models were performed to assess the impact of three dimensions of socioeconomic mobility (occupational mobility, educational mobility, and residential mobility) on the risk of cognitive impairment. We found that men who were stable with non-professional jobs across generations had a higher risk of cognitive impairment than their counterparts who experienced upward occupational mobility compared to their father. This pattern was not observed in women. There was little evidence that educational mobility or residential mobility affected cognitive impairment in later life. The findings have implications for advancing supportive policies and practices related to maximizing the benefits of education and career advancements for cognition in later life.},
	keywords = {Cognitive function; Socioeconomic status; gender differences; Social mobility},
	year = {2022},
	eissn = {1552-4523},
	pages = {1733-1743}
}

@article{MTMT:33421213,
	title = {Occupational Mobility and Chronic Health Conditions in Middle and Later Life: A Systematic Review},
	url = {https://m2.mtmt.hu/api/publication/33421213},
	author = {Fu, Rong and Abrahamson, Kathleen and Campbell, Tara},
	doi = {10.1007/s12529-022-10135-0},
	journal-iso = {INT J BEHAV MED},
	journal = {INTERNATIONAL JOURNAL OF BEHAVIORAL MEDICINE},
	unique-id = {33421213},
	issn = {1070-5503},
	abstract = {Background Occupational mobility at various stages in the life course may have a cumulative impact on health outcomes and trajectory. This study aims to (1) systematically review empirical evidence regarding the impact of intergenerational and intra-generational occupational mobility on chronic health conditions in middle and later life; and (2) assess the collective evidence on the health consequences of different types of occupational mobility. Method A systematic review of literature was carried out by searching three databases (PubMed, PsycINFO, and SocINDEX) and the reference lists. Eligible studies examined the impact of occupational mobility on at least one chronic health condition among adults aged 35 years or above. The quality of each included study was assessed by standardized tools. Results Out of 170 identified publications, 16 studies based on 12 independent data sets met the inclusion criteria. There is moderately strong evidence that downward intergenerational occupational mobility and stable low occupational status across generations were associated with worse chronic health conditions. The relationships to chronic health conditions were more pronounced for intergenerational occupational mobility than for intra-generational occupational mobility. Gender differences were observed in the relationship between occupational mobility and health. Conclusion Career advancement interventions should target both the career starters and older employees. More generous unemployment insurance systems are suggested in less egalitarian countries, especially during economic recession periods. Future studies of occupational mobility should give more attention to women and people from developing and Eastern countries.},
	keywords = {gender differences; global health; chronic diseases; Social mobility; Intergenerational mobility; occupational mobility; Intra-generational mobility},
	year = {2022},
	eissn = {1532-7558}
}

@article{MTMT:34134029,
	title = {L' esprit de la troisième vague de la gestion des carrières : nouveau point de rencontre des besoins individuels et organisationnels},
	url = {https://m2.mtmt.hu/api/publication/34134029},
	author = {Gosselin, Eric and Dolan, Simon L. and Tremblay, Jean-François and Bénard, Michel},
	doi = {10.1522/radm.no6.1511},
	journal-iso = {Ad machina},
	journal = {Ad machina},
	volume = {6},
	unique-id = {34134029},
	abstract = {Au cours des dernières décennies, les organisations ont été soumises à des turbulences environnementales inédites. En réaction à ces modifications contextuelles et afin d’assurer leur pérennité, les organisations ont alors revisité plusieurs de leurs fonctions de gestion et particulièrement celle associée au système de pratiques de gestion des carrières qui a fait l’objet d’une modernisation. Afin de se doter d’une flexibilité fonctionnelle et numérique, alors jugées salvatrices, les organisations ont opéré une transformation du contrat psychologique structurant la relation d’emploi, ce dernier passant de relationnel à transactionnel. Dans cette optique, selon le paradigme postcorporatif, l’organisation n’est plus le premier artisan de l’avenir professionnel, mais devient un auxiliaire dans l’atteinte des aspirations de carrière des employés. Néanmoins, en fonction des défis contemporains qui se présentent aux organisations (cf. promotion du bien-être, rétention du personnel, gestion de la diversité), il est urgent de revoir, de façon critique, les modes actuels de gestion de la carrière. Il ne s’agit pas de citer à procès le modèle renouvelé en présentant un argumentaire nostalgique, mais plutôt d’entrevoir l’esprit d’une troisième vague en matière de gestion organisationnelle des carrières; vague qui devra répondre aux impératifs d’une nouvelle réalité. Ce texte se veut analytique en revisitant l’historicité des perspectives individuelles et organisationnelles de gestion de la carrière. Il se veut aussi prospectif en proposant les pourtours d’un modèle multivoque de gestion organisationnelle des carrières, modèle ancré dans un contrat psychologique partenariel qui est un vecteur de transformation qui permettra de transiger avec les enjeux contemporains du marché de l’emploi.},
	year = {2022},
	eissn = {2369-6907},
	pages = {148-178}
}

@article{MTMT:33421215,
	title = {Can high-performance work practices influence employee career competencies? There is a need for better employee outcomes in the banking industry},
	url = {https://m2.mtmt.hu/api/publication/33421215},
	author = {Kamna, Damis Feruzi and Ilkhanizadeh, Shiva},
	doi = {10.1371/journal.pone.0264764},
	journal-iso = {PLOS ONE},
	journal = {PLOS ONE},
	volume = {17},
	unique-id = {33421215},
	abstract = {It is essential for organizations to invest and improve employee outcomes to enhance organizational competitiveness and growth in today's world. However, most organizations place management objectives above the career competencies of employees. Therefore, this study investigated 1. the effect of high-performance work practices on employee career competencies in the banking industry. 2. the mediating effect of employee career competencies on the relationship between high-performance work practices and employee outcomes in the banking sector. The study adopted a quantitative approach with a total of 340 respondents from various banks in Tanzania. The data was analyzed using Covariance Based Structural Equation Modelling (CB-SEM). The results of the finding indicate that high-performance work practices have a significant effect on employee career competencies. Similarly, employee career competencies significantly impact service quality, creative performance, and extra-role performance in banks. Also, employee career competency does not mediate the relationship between high-performance work systems and service quality in the banking industry.},
	year = {2022},
	eissn = {1932-6203},
	orcid-numbers = {Ilkhanizadeh, Shiva/0000-0002-9362-663X}
}

@article{MTMT:34134125,
	title = {Employee Training as a Panacea for Career Development: Evidence from South African Police Service},
	url = {https://m2.mtmt.hu/api/publication/34134125},
	author = {Ngema, Khayelihle and Rajlal, Ashnee and Utete, Reward},
	journal-iso = {ACTA UNIV DANUB OECON},
	journal = {ACTA UNIVERSITATIS DANUBIUS OECONOMICA},
	volume = {18},
	unique-id = {34134125},
	issn = {2065-0175},
	abstract = {Indeed, the significance of career development in contemporary workplace practices is
		salient as many reports of frustration about poor career growth surge. Although the issue of security
		and safety of any country is accorded great priority across the world, in the previous millennium
		organisations in the security and safety industry particularly in South Africa have been reluctant to
		continuously upgrade the competencies of their employees which results in serious deficit of skills as
		corporate ladder rises. The crux of this paper is to investigate the degree to which employee training
		impact career development at South African Police Service. A descriptive research design and
		quantitative research method used in this research. The sample for this study was 139 employees. Selfstructured questionnaire was utilised to gather the data. The multi-linear regression analysis was used,
		and key results of the study indicated that the employee training is a catalyst for career development.
		Understanding of employee training and its implications for career development at the workplace is
		critical in that it allows organisations to design interventions that prevent the escalation of poor
		employee growth and manage the consequences when such situation arises.},
	year = {2022},
	eissn = {2067-340X},
	pages = {174-195}
}

@mastersthesis{MTMT:36197277,
	title = {Upravljanje z zaposlenimi po principu managementa znanja v podjetju X},
	url = {https://m2.mtmt.hu/api/publication/36197277},
	author = {Erjavec, Klemen},
	unique-id = {36197277},
	abstract = {Nowadays, modern organizations and companies are facing increasing competitiveness and a demanding work environment, subject to rapid change and innovation. Most of these, operate in industries, where they compete with competitors, who want to achieve the same or higher organizational goals with a similar or the same product or service. Therefore, their response to the market must be extremely rapid, with a high degree of flexibility and willingness to adapt to new conditions, given the situation. This is attended by a clearly formulated strategy and vision, which can be linked to their implementation with satisfied, loyal, focused and highly motivated employees, full of knowledge and skills. In order to achieve such a state, an organization or company must first and foremost be aware of the importance of human and intellectual capital for their operation, which must be successfully managed and provided with all the necessary support. Human resourcing is actually the achievement of organizational goals, with the help of employees. It is a strategic approach, that raises the importance of the greatest asset of an organization or company - its people. It is absolutely necessary to provide a competitive advantage, as it represents something unique and one of a kind.},
	year = {2021}
}

@mastersthesis{MTMT:36200891,
	title = {O impacto da personalidade e das competências no desenvolvimento de carreira dos estudantes do Ensino Superior},
	url = {https://m2.mtmt.hu/api/publication/36200891},
	author = {Fonseca Nunes, Mariana Antunes},
	unique-id = {36200891},
	year = {2021}
}

@mastersthesis{MTMT:36197242,
	title = {CHALLENGES OF CAREER DEVELOPMENT IN ZANZIBAR PUBLIC SECTORS: A CASE OF ZANZIBAR STATE TRADING CORPORATION, PEMBA},
	url = {https://m2.mtmt.hu/api/publication/36197242},
	author = {Khamis, Mariam Said},
	unique-id = {36197242},
	abstract = {The study assessed challenges facing career development in Zanzibar public sector with ZSTC, as the case study. The general objective of the study was to assess challenges facing employees career development in Public in public sector Zanzibar, the case of The Zanzibar State Trading Corporation (ZSTC) in Pemba Island. The study was guided by the following specific objectives; ddetermine the manager’s career counselling role on employee career development in ZSTC in Pemba; ddetermine organizational succession planning on employee career development ZSTC in Pemba; and ddetermine employee career planning on employee career development ZSTC in Pemba. The study used mixed research approach to foster greater validity through triangulation and making inferences. The study found out that, career counseling is practiced to the minor extent such that employees take initiative to develop themselves without significant support from their supervisors. For the case of organization succession planning, the study found out that, succession planning was not well practiced in Zanzibar public sector while promotion was not systematically done and in some occasion was determined minor merits approach such as political affiliation and relation with employee. In case of employee career planning, employee had no career plan and mainly, their career path depended on the existing career development opportunities rather than striving to achieve established career goal. The study recommends integration of succession planning, career planning and career counseling in Zanzibar pubic sector, should include integration of human resources policy implementation through training, coaching, mentoring and other career support programmes. Keywords: Career, Career Path, Career Management, Career Planning.},
	year = {2021}
}

@article{MTMT:32583849,
	title = {The managerial implications of the labor market and workplace shortage in Central Eastern Europe},
	url = {https://m2.mtmt.hu/api/publication/32583849},
	author = {Poór, József and Slavic, Agnes and Nikolic, Milan and Berber, Nemanja},
	doi = {10.5937/StraMan2102031P},
	journal-iso = {STRAT MANAG},
	journal = {STRATEGIC MANAGEMENT: INTERNATIONAL JOURNAL OF STRATEGIC MANAGEMENT AND DECISION SUPPORT SYSTEM IN STRATEGIC MANAGEMENT},
	volume = {26},
	unique-id = {32583849},
	issn = {1821-3448},
	abstract = {In the recent years the labor market of the Central and Eastern European (CEE) countries has changed a lot. One of the main business challenges in the CEE region is the worker shortage. The possible reasons of this phenomenon are the emigration of the labor force from the countries of the former Eastern Bloc to the Western countries, the negative demographic tendencies in the region, the effects of economic crisis and the significant wage differences in the countries of European Union. This paper presents the first results of an international research conducted in six countries from the CEE region (Austria, Czech Republic, Hungary, Romania, Serbia and Slovakia) on the reasons and managerial implications of the current labor force shortage. The research questionnaire was filled out in 797 companies and institutions in the CEE region. In our paper we will show the size, ownership and the sectoral distribution of our sample, as well as the average turnover rate, the average time to fill a position in, the positions hard to fill in, the possible reasons of labor shortage and the successful organizational and governmental programs to deal with labor market shortage. The obtained results may be a useful input for the formulation of human resource management programs in the organizations facing with labor market shortage in Serbia and other CEE countries.},
	keywords = {TURNOVER; TURNOVER; LABOR market; HUMAN-RESOURCE MANAGEMENT; HRM; workplace shortage},
	year = {2021},
	eissn = {2334-6191},
	pages = {31-41},
	orcid-numbers = {Poór, József/0000-0002-6873-0646}
}

@article{MTMT:31726721,
	title = {Employee Welfare in the Western Balkans Retail Sector: How to Improve It through Socio-organizational Variables},
	url = {https://m2.mtmt.hu/api/publication/31726721},
	author = {Koncar, Jelena and Maric, Radenko Milos and Vucenovic, Sonja and Vukmirovic, Goran},
	doi = {10.3935/rsp.v27i2.1686},
	journal-iso = {REV SOC POLIT},
	journal = {REVIJA ZA SOCIJALNU POLITIKU},
	volume = {27},
	unique-id = {31726721},
	issn = {1330-2965},
	abstract = {In recent years the countries of the Western Balkans region have been facing an exodus of labour, which represents a complex social problem. Given the fact that the largest number of employees is engaged in the service industry, especially in the retail sector where 10% of all working population is employed, it is necessary to define the indicators which impede employee welfare and to recommend a set of measures for their minimization. In this regard, this paper aims to identify variables which impact employee welfare in the retail sector of the Western Balkans with a particular retrospect to the differences between SMEs and retail chains. Empirical research has been conducted on a sample of 325 employees of retail companies. Correlation between employee welfare and socio-organizational variables, such as job contentment, social support, monthly salary, work environment, promotion opportunity, the use of modern technology, business culture, job rotation and job security have been tested. The results of the research have shown a significant correlation between socio-organizational variables and employee welfare. Differences are especially prominent between SMEs and retail chains. Based on the obtained results, a set of measures and procedures which competent institutions and employment policymakers should undertake to neutralize those differences has been proposed. Suggestions for future research are provided.},
	keywords = {retail; Western Balkans; work conditions; employee welfare; socio-organizational variables; job contentment},
	year = {2020},
	eissn = {1845-6014},
	pages = {151-170}
}