Understanding the Impact of Organisational Culture on Managers' Internal Career Needs

This chapter explores the influence of organisational culture on managerial internal career needs in small third sector social enterprises. Every organisation develops and maintains a unique culture, which provides guidelines and boundaries for the career management of members of the organisation. The research methodology was designed to allow the collection of data from three case study organisations and 24 operational managers working in these organisations. The qualitative findings of the study add to, and help to explain the inter-play between individual manager's internal career needs and organisational culture. Most importantly the findings suggest that when individual manager's internal career needs are closely supported by organisational culture, it increases their desire to stay with the organisation. The findings make an important contribution in the field of organisational career management.

Leadership Behavior Predictor of Employees' Job Satisfaction and Psychological Health

Research about relationship between the leadership behavior and the psychological health is still limited. The effect of job dissatisfaction on health is important not only from medical but also from the economic perspective. The association between leadership behavior, job satisfaction and psychological health in nursing was tested. 640 hospital nurses from surgery and internal medicine departments in Slovenian hospitals participated. Data analysis was carried out by using SPSS, 20.0. The transformational leadership style, leaders' characteristics, job satisfaction predicted better psychological health. More frequent exposure to stress and the lack of stress management was associated with poor psychological health. Job satisfaction is at a medium level. The results indicated that 85% of employees in nursing had good psychological health. The psychological health of employees does not affect only on individual, but also on the quality and effectiveness. It is important to monitor employees' job satisfaction and take care for health by providing a healthy work environment.

Different Cultures Different People

Culture is a scheme of knowledge shared by a relatively large number of people. Hence, it is a collection of explicit as well as implicit patterns of behaviour. It makes the members of the culture feel, think act and react in a certain, predefined way, hence makes their actions predictable. The literature on cultures, especially that of national cultures has focused on cultural differences and on understanding and measuring them for long decades, but in the 21st century the attention has shifted to leveraging benefits of multicultural environments and experiences. Hence, present paper—after providing a short insight into the basic approaches of national cultures—endeavours to analyse Russian and Hungarian culture. We aim to present the similarities and differences of the two cultures, along with tools and methods that are able to lessen these differences and harvest the benefits of them.

The Importance of Behavior and Personal Values for Managers' Attitudes Towards Innovativeness

The main purpose of this paper is to examine the impact of prevalent management behavior on management attitudes about creativeness and innovativeness, while also considering the impact of personal values, in three Central European economies, having different development paths, namely Slovenia, Austria, and Poland. Personal values are measured using Schwartz value survey, using openness to change, conservation, self-transcendence and self-enhancement value dimensions. Results reveal that manager's behavior significantly influences on manager's attitudes regarding innovativeness, in all three countries. The impact of personal values on shaping management behavior and manager's attitudes toward innovativeness is significant only in few instances in Austrian sample, while in Slovenia and Poland it is insignificant. Regarding the mediating effect of managers' personal values on the association between management behavior and their creativeness, our results reveal marginal role of personal values.

Corporate Social Responsibility Values of Managers in Transforming Societies

Within the GLOBE project, CEOs from companies in East Germany, Estonia and Romania (N=129) have been interviewed about their value preferences in case of critical management decisions. Furthermore, lower level managers and employees (N=787) filled out questionnaires concerning perceived value preferences of their companies. Drawing on an extended stakeholder approach through focus on managerial values (CSV) and the person-situation concept of , we particularly focus on country-based contingencies of managerial values coupled with other context factors like managerial position and ownership. The findings show that there are specific country-based combinations of corporate social values in the companies studied, with strategic orientation in East Germany, shareholder focus coupled with a relatively strong religious orientation in Romania and an orientation on shareholders as well as on employees and community in Estonia. Moreover, an interaction between the country effect and organizational factors shaping managerial decisions can be observed.

Personal Values as a Building Block for Social Responsibility of Higher Education Institutions

The purpose of this chapter is to examine the role of personal values for social responsibility (SR) of higher education. Besides the core mission of higher education to create, transfer and preserve knowledge in society, the idea of SR has gained its importance also in institutions of higher education. SR has many drivers, among which personal values are considered as one of the key building blocks for SR. For enhancing SR, higher education institutions should also develop stronger ties with the community. The chapter provides an insight into discussion about community involvement of higher education, into the role of personal values for shaping SR of higher education institutions and explain how personal values can help to enhance community and social involvement of higher education. Findings may be a starting point for re-thinking and/or establishing strategies for achieving higher level of SR in higher education institutions and enhancing the link with the community.

Influences of Personal Experience in Decision-Making

Among the aspects that conform the human cognition and therefore, the behavior observed in the choices, there is the individual experience. Researches point the experience performing either positive as negative roles in the process of decision-making. Motivated by the question, What is the role of the experience in the decision-making? this text sought to check in which way the state of art and the technique of Cognitive Sciences could contribute with the better understanding of the cognitive processing in the context of decision-making. It was adopted as a start the roles' structured exposition of the cognition elements during the decision process, as Spiegel's (2014) proposal. It was investigated through a systematic revision of the literature, the impacts of the decision-maker's experience in the manifestation of attention, categorization, memory and emotion. As a result, 17 inferences that present which is the role of the experience in the decision-making, and deeply, which are the implications of the experience in the cognitive process of the decision-maker, are presented.

Cyberloafing

Technology has pervaded our daily lives more than ever. The use of technology has become a tool to achieve competitive advantage by firms. The pervasive use of technology also has its drawbacks. Employees who cannot recognise the limits between work and leisure may have taken this opportunity to utilise companies' Internet access while at work by surfing non-work related websites to satisfy their own needs. This behaviour is known as Cyberloafing and it is thought to contribute to failures of organisations. This study introduces cyberloafing as one of the counter-productive work behaviour at the workplace. It consists of an introduction to cyberloafing, counter-productive work behaviour, and some reviews on cyberloafing research. Overall, the study provides the reader with a better understanding of cyberloafing.

Interface Between Stress and Labour Productivity

The main purpose of this article is to examine the relationship between the stress and labour productivity. It is recognized that high stress levels make a negative impact on the job productivity results – the incidents or errors occur because of stressful situations in the working environment. After performing the analysis of stress models, it can be stated, that stress could be assessed as a process, i.e. researches are oriented more on the person, or as the situation, i.e. researches are oriented on the causes of stress in the working environment. The metaanalysis of stress factors allow us to identificate the main causes of stress at work, whose at least partial elimination is essential for every organization to increase the productivity of employee. Analysis of the content of factors that cause stress showed that these factors can be classified into the individual and situational. The labour productivity of employees can be seen as a result of stress management, and interface among stress and job productivity are modelling.

The Flexibility of the Workplace and Working Time

Organisations are more and more interested in ensuring flexibility of working time and space for their employees. This approach is enforced both by labour market volatility and company strategic plans, e.g. relocation. However, employers begin to realise that employees' flexibility is limited. While the reasons behind it might be objective (lack of legal regulations, commuting expenses), in some cases it is the employees' personal views that stand in the way. In such situation the company is much more limited in its attempts to offer a greater flexibility to its workforce. The research problem that arises here is as follows: is it possible to define the characteristics and situations in which employees are willing to accept flexible conditions of working time and space? Therefore, the aim of the study is to indicate how to increase work flexibility on the side of employees. The study focuses on four areas, i.e. changing the place of residence due to work, frequent business trips, long commuting and flexible work arrangements.