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The Impact of Human Resources Management on Job Involvement. The Mediating Role of Vertical Trust

., Hutchinson, S., Purcell. J., Rayton, B., Swart, J. (2005). Satisfaction with HR practices and commitment to the organisation: why one size does not fit all. Human Resources Management Journal , 4 (15), 9‒29. Kroon, B., van de Voorde, K., van Veldhoven, M. (2009). Cross-level effects of high-performance work practices on burnout: Two counteracting mediating mechanisms compared. Personnel Review , 5 (38), 509‒525. DOI: 10.1108/00483480910978027. Krot, K., Lewicka, D. (2016). Zaufanie w organizacji innowacyjnej. Warszawa: C.H. Beck. Lodahl, T

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Efficiency of Pay for Performance Programs in Romanian Companies and the Mediating Role of Organizational Justice

Seniority Pay Systems: The Mediating Effect of Distributive, Procedural, and Interactional Justice. Human Resource Management, 47(4), 757-775. doi: http://dx.doi.org/10.1002/hrm.20243 Ladebo, O., Oyekale, C., and Olaoye, O., 2005. Relative Contributions of Perceived Organizational Support and Organizational Justice to Extension Personnel's Job Satisfaction. 12(1), 65-75. doi: http://dx.doi.org/10.5191/jiaee.2005.12107 Lazear, E., 2000. Performance pay and productivity. The American Economic Review, 90(5), 1346-1361. doi: http

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Internal and External Factors in the Development of a Network Organization in the Arts: Case Study of Društvo Asociacija

References Albert, K.J., 1981. Straight Talk About Small Business . New York: McGrawHill. Albertsen, N. and Diken, B., 2004. Artworks’ networks. Field, system or mediators? Theory Culture & Society , 21(3): 35–58. Anheier, H.K. and Gerhards, J., 1991. Literary myths and social structure. Social Forces , 69: 811–830. Arquez Roth, A., 2014. La Cité Nationale de l’Histoire de l’Immigration: A Central Venue and National Network – An On-going Challenge. In: Innocenti, P., ed. Migrating Heritage: Experiences of Cultural Networks and Cultural

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The Mediating Role of Well-Being and Self-Regulation of Emotions in Daily Executive Dysfunctions and Psychological Distress

Abstract

An emerging literature has begun to document the emotional consequences of everyday executive functions on emotional distress. Little is known, however, about whether this relation is mediated by other variables.

A multiple mediation model was proposed to integrate core concepts of daily executive dysfunctions with emotional distress in order to increase understanding of their relationship to psychological well-being and emotional regulation. The working hypothesis was that dimensions of well-being and emotional regulation may be a suitable mediator. It was hypothesized that dimensions of well-being and emotional regulation are a possible mediator between the executive dysfunctions and psychological distress. Participants were 122 undergraduate students from university courses in General Education and Social Education at, the Universidad Complutense de Madrid, with a mean age of 21.76. Results indicate that several dimensions of psychological well-being and emotional reappraisal strategies mediate the relationships between daily executive dysfunctions and psychological distress. Implications of these data are discussed.

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Work Alienation as a Mediator of the Relationship of Procedural Injustice to Job Stress

, T. M. 2004. A managerial and personal control model: perceptions of work alienation and organizational commitment in Hungary. Journal of International Management 10:375-392. Baron, R. M. and Kenny, D. A. 1986. The moderator-mediator variable distinction in social psychological research: Conceptual strategic and statistical considerations. Journal of Personality and Social Psychology 51:1173-1182. Beecroft, P. C., Dorey, F., and Wenten, M. 2008. Turnover intention in new graduate nurses: a multivariate analysis

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Personality, Job Resources, and Self-Efficacy as Predictors of Volunteer Engagement in Non-Governmental Organizations

., & Csikszentmihalyi, M. (2002). The concept of flow. In: C.R. Snyder, S. J. Lopez (Ed.), Handbook of positive psychology (pp. 89-105). Oxford University Press. Penner, L.A. (2002). Dispositional and organizational influences on sustained volunteerism: An interactionist perspective. Journal of Social Issues, 58 (3), 447-467. doi: 10.1111/1540-4560.00270 Preacher, K.J., & Hayes, A.F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, and Computers, 36 (4), 717-731. Przewłocka, J

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Legal Regulation of Timesharing Contract and Other Contracts on Providing of Certain Services in Tourism Services in Slovak Republic

Abstract

In relation with vacation we are able to meet the terms of timesharing or timeshare. To the definition there is necessary to state that their nature rests in time limitation (time) and sharing (share) of using a thing. The timesharing contract was introduced to Slovak legal order by amendment of Civil Code by the Act No. 150/2004 of the Coll. as a consumer contract on right to use of building or its part in certain time periods. Original legal regulation of timesharing was however later abolished by the Act No. 161/2011 of the Coll. on Protection of the Consumer in Case of Providing of Certain Tourism Services and on Change and Amendments of Other Acts. This paper provides look into evolution of legal regulation of timesharing in Slovakia and further analyses of valid legal regulation of timesharing contract and other contracts related thereto. The Author furthermore inform on using of the mentioned regulation in practice.

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Empirical Analysis of the Financial Behavior of Investors with Brand Approach (Case Study: Tehran Stock Exchange)

References Aren, S., Aydemir, S. D., and Sehitoglu, Y., 2016. Behavioral Biases on Institutional Investors: A Literature Review. Kybernetes, 45(10), 1668-1684. doi: http://dx.doi.org/10.1108/K-08-2015-0203 Aspara, J., and Henrikki, T., 2011. Corporate Marketing in the Stock Market: The Impact of Company Identification on Individuals' Investment Behavior. European Journal of Marketing, 45(9/10), 1446-1469. doi: http://dx.doi.org/10.1108/03090561111151844 Azwadi, A., 2011. The Mediating Role of Attitudes in

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Legal Regulation of Entrepreneur’s Conduct in Slovakia

Abstract

The article provides characteristics of legal regulation of the conduct of entrepreneurs, including the analysis of a new element of the Slovak law – so-called “disqualification”. It consists in a prohibition (by a court order) to perform functions of a member of the statutory or supervisory body in a company or co-operative, as well as in a prohibition to act as a director of the organisational unit of an enterprise, as a director of an enterprise of a foreign party, or as a procurator. Entrepreneurs are entitled to act on their own name. We distinguish direct and indirect (mediated) acts of entrepreneurs. When acting directly, the entrepreneur acts personally (for individuals) or through the statutory body (for legal entities). Indirect (mediated) acts of entrepreneurs consist in manifestation of the will through a third person, who acts on behalf of the entrepreneur (so-called statutory representation).

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From Conflict to Mutual Recognition

Abstract

This document exposes the conflict from the Post-Rational cognitive perspective, understanding the conflict as a relational phenomenon, which emerges when the need of recognition is exposed to its contrary: the non-recognition. “To know oneself” means in fact, to recognize oneself through the mediation of the other (Castiglioni, 2008). An individual develops himself by recognizing the “otherness” that constitutes him. The self (idem/identity) that goes out toward the other and then returns as ipse/selfhood, having acquired self-awareness through the other (Ricoeur, 1993). For this reason, recognition is a fundamental element in the building of human subjectivity (Honneth 1997). Identity is a continuous process that lasts a lifetime. It contains a central nucleus that ensures continuity by which a person is able to recognize him/ herself. In this way individuals learn to define who they are through interactions with others, especially those whom are more significant. Being recognized by others and by the environment offer the individual a sense of unity and coherence about himself. Conflict arises when the other or the environment becomes a threat to the survival of the subjectivity; when the absence or lack of recognition leads to harm in a person (Tello, 2011). Relational experiences are able to engender and ensure recognition, while holding onto an indispensable acceptance of individual differences. They thus allow each one to bring forth their own unique identity.

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