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Περιέχει τη περίληψη. Sustainable development and change are matters of survival for libraries. This study assesses the opinions of the staff of Greek Special Libraries concerning effective participation in the adoption and implementation of organizational change in order to achieve sustainable development. The research investigated attitudes concerning the content and type of the change, the change process, leadership support together with the individual characteristics of the employees. In addition, the importance of lifelong learning and staff development in special libraries were examined in achieving organizational change. Survey findings revealed that employees must be convinced that the organizational changes should be beneficial for them and change agents are committed to adoption of organizational changes.

The aim of this paper is to identify the factors that influence employees&rsquo, attitudes and perceptions of corporate social responsibilities (CSR), as well as to discuss if there are some significant differences in the application of CSR in the analyzed Western Balkan countries, especially in terms of public and private sector affiliation. This is the first academic survey which examined the employees&rsquo, attitudes and perceptions of CSR integrally in five Western Balkan countries. Multivariate factor analysis was applied to data collected from 2410 employees in the analyzed countries. In order to test additionally the results obtained by factor analysis, the Structural Equation Model (SEM) was applied. The results of the research, obtained by multivariate factor analysis and SEM model, show that the largest percentage of employees believe that the CSR concept enables the generating of new values and success of the company, as well as welfare for the whole society. Additionally, companies are increasingly recognizing the strategic importance of CSR for the sustainability of their business, as well as the importance of development of sustainable practices in the environment. Based on the results of the research, the authors found out that there were significant differences in the understanding and acceptance of CSR in the analyzed countries, while there were significantly smaller differences between the private and public sectors. The results of the research may serve as a guide for managers when making decisions about implementing the strategy and future activities regarding CSR.

The paper presents an empirical study aimed at analysing the antecedents and role of perceived overall justice in organization. The results of the study show overall justice to be predicted by perceived fairness of various human resource management decisions, and to be related to attitudes towards job, supervisor, and organization.

Ethical climate defines what is correct behavior and how ethical issues should be handled within organizations. For this reason, it plays a key role in organizational life. We relied on the social identity approach to compare the effects of two specific ethical climates - an ethical climate of self-interest vs. friendship - on employees' reactions. In two scenario-based experiments (N 1 = 152 and N 2 = 113), participants were asked to imagine themselves working in an organization described either as characterized by a friendship or a self-interest ethical climate. They completed measures of identification, commitment, perceived organizational morality, turnover intention, recommendation, and the minimum wage they would accept to work for that organization. An ethical climate of friendship predicted better employees' attitudes and behavioral intentions, and these were mediated by identification with, and commitment to, the organization. In Study 2, participants were less willing to move from an organization characterized by an ethical climate of friendship to a company characterized by an ethical climate of self-interest than vice versa, and asked for more money to accept this new job offer. Results, which confirmed that organizational identification and commitment represent key factors in organizational life, are discussed in terms of practical interventions that promote pro-organizational behavior.

Cilj je ovog rada istražiti učinkovitost menadžmenta i odrediti glavne značajke upravljanja hrvatskim veledrogerijama i ljekarnama. Zaključci su izvedeni na temelju rezultata analize podataka prikupljenih anketiranjem zaposlenika ljekarničkog sektora, pri čemu su ispitane sličnosti i razlike u njihovim stavovima s obzirom na pojedine socio-demografske karakteristike i obilježja tvrtki u kojima rade. U analizi su korištene metode deskriptivne i inferencijalne statistike. Ispitanici su učinkovitost menadžmenta ocijenili s vrlo dobrim, indicirajući da rukovodeći kadar uglavnom uspijeva izvršiti svoju zadaću, ali i da ima prostora za poboljšanje. Rezultati su nadalje pokazali da se nekim aspektima upravljanja posvećuje veća, a drugim, poput planiranja i upravljanja ljudskim potencijalima, manja pozornost, čemu je zasigurno jedan od glavnih razloga nedovoljna kompetentnost menadžmenta. U okviru analize također je utvrđeno da spol, dob, stupanj i područje obrazovanja nisu bitni prediktori razlika, dok se veličina i vrsta tvrtke značajno odražavaju na zaposlenikove stavove o upravljanju. Rukovodeći kadar veledrogerija i ljekarni mora biti spreman za vođenje djelatnika i donošenje odluka u krajnje kompleksnom, promjenjivom i nepredvidivom okruženju. U tom kontekstu, ovaj rad pridonosi razumijevanju i unaprjeđenju procesa upravljanja hrvatskim ljekarničkim tvrtkama., The aim of the study is to examine the effectiveness of management and to determine the main features in managing Croatian drug wholesalers and pharmacies. Conclusions were drawn from the results of the analysis of data collected in a survey of employees of the Croatian pharmacy sector. Both similarities and differences in attitudes by socio-demographic and firm-related characteristics were also explored. The data were analysed using descriptive and inferential statistics. Respondents rated the effectiveness of the management as very good, indicating that pharmacy managers are generally able to accomplish their tasks successfully, but also suggesting that there is still room for improvement. The results further showed that some aspects of management have received more attention than others, such as planning and human resources, which is certainly strongly related to the lack of managerial competencies. In addition, the analysis revealed that gender, age, level and field of education are not relevant predictors of differences, while size and firm type significantly affect employee attitudes towards management. Both drug wholesaler and pharmacy managers must be ready to lead their staff and make decisions in a highly complex, rapidly changing and unpredictable environment. In this context, the study contributes to the understanding and improvement of management processes in Croatian pharmacy firms.

Różnice kulturowe to czynnik, który w coraz większym stopniu wpływa na funkcjonowanie współczesnych organizacji. Niezbędne zatem jest, by były one brane pod uwagę w procesach ZZL. Celem artykułu jest identyfikacja rozpoznawalnych cech zachowań ludzi pochodzących z różnych obszarów kulturowych w kontekście ich postaw, które są istotne dla pracodawców chcących pozyskać kompetentnych kandydatów do pracy, a także w kształtowaniu klimatu rozumienia i akceptacji różnic kulturowych. Podstawę wnioskowania tworzą rezultaty ilościowych badań pilotażowych przeprowadzonych w 2017 roku, obejmujących problematykę zachowań organizacyjnych w świetle różnic kulturowych. Wykorzystano w nich standaryzowany kwestionariusz badający poziom inteligencji kulturowej. Cultural differences are a factor that increasingly affects the functioning of modern organizations. It is therefore indispensable that they should be taken into account in HRM processes.The aim of the article is to identify recognizable traits of people from different cultural areas in the context of their attitudes, which are important for employers wishing to gain competent candidates for work, as well as in shaping the climate of understanding and acceptance of cultural differences. The basis for inference is formed by the results of quantitative pilot stud-ies conducted in 2017, covering the issue of organizational behavior in the light of cultural differences. A standardized questionnaire analyzing the level of cultural intelligence was used in them.

Overall justice of organization is defined as perceived fairness of treatment that an employee receives from his/her organization (Ambrose, Schminke, 2009). It is generally agreed that distributive, procedural and interactional justice generate overall fairness judgments (Ambrose et al., 2015). Distributive justice is defined as the perceived fairness of decision outcomes, procedural justice – the perceived fairness of the procedures used to make decisions, perceived fairness of decision making procedures, and interactional justice – perceived fairness of how decisions are enacted by authorities (Colquitt, Greenberg, 2004). Studies are usually aimed at examining the relative importance of distributive, procedural and interactional justice for overall justice of organization (e.g., Holtz, Harold, 2009). In other words, researchers are trying to determine what is more important for employees’ overall justice judgements: fair decisions, fair decision making procedures or fair interpersonal treatment. However, as employees are affected by many different decisions every day, the question arises how distributive, procedural and interactional justice of different human resource management decisions forms overall justice of organization. For example, does unfair pay decision and unfair personal present reduce overall justice in the same amount, and fair performance appraisal and promotion procedures increase it in the same way? Finally, the importance of justice in the organization is usually based on its relationship with important employees’ attitudes towards work, supervisor, and organization. Hence, the question is whether employees react to (un)fairness of a certain decision or (un)fairness of the whole organization? For example, will unfair promotion decisionprompt an employee to leave the organization or will staff turnover depend upon the previous justice experience of the organization as a whole? If employees react to fairness of their organization as a whole then it would be possible to at least partially compensate one less fair decision with another fairer one. Therefore, the study was conducted with the aim to analyse the antecedents of perceived overall justice of organization and its relationship with employees’ attitudes towards work, supervisor, and organization. The study had the following goals: 1) to determine the role of perceived distributive, procedural, and interactional justice across human resource management decisions in forming overall justice of organization; 2) to establish the relationships between overall justice and job satisfaction, trust in a supervisor, organizational commitment, and intention to leave the organization. In the survey took part 474 employees from various organizations in Lithuania. The study revealed the importance that overall justice of organization has in predicting employees’ attitudes. The fairer an organization is perceived to be, the greater job satisfaction, trust in supervisor, commitment to the organization is, and the lower staff turnover is intended. Moreover, the role of distributive, procedural and interactional justice in forming overall justice of organization is different across human resource management decisions. The best predictors of overall justice are distributive, procedural, and interactional justice of developmental opportunities and benefits, while distributive, procedural and interactional justice of performance appraisal and pay are less related to overall justice. Finally, overall justice of organization mediates the relationship between distributive, procedural and interactional justice of different human resource management decisions and employees’ attitudes towards job, supervisor, organization, whereas job satisfaction and trust in supervisor is predicted not only by overall justice of organization but also by distributive, procedural and interactional justice of human resource management decisions as well. In general, the study provides arguments for the importance of fair treatment of employees in the organization, and reveals the mechanism of employees’ reactions to (un)fair treatment.

The aim of the paper is to reconstruct the category of “information quality” and to attempt answering the question: how are employee’s attitudes towards organisational change related to the quality of information concerning that process in the context of enterprises’ competitiveness? The secondary data analysis method – covering theoretical literature and numerous empirical studies results – is applied to attain the above-mentioned research aims. The results of conducted analysis are presented in the following order. Firstly, the category of ‘information quality’ is conceptualised, the factors which influence the information quality are identified and the authors’ scheme for analysing the information quality is proposed. Secondly, the view on employees’ attitudes towards organisational change is presented. Thirdly, the conditions of the information transmission in the organisational change process are analysed. Further, conceptual remarks on the influence of information quality on attitudes towards organisational change are presented on the background of previous research results. Since the idea of incorporating the concept of information quality in the theoretical considerations and empirical models in the area of research on attitudes towards organisational change seems to be promising, the authors propose the directions of further research in the final part of the paper.

The aim of the paper is to reconstruct the category of “information quality” and to attempt answering the question: how are employee’s attitudes towards organi-sational change related to the quality of information concerning that process in the context of enterprises’ competitiveness? The secondary data analysis method – covering theoretical literature and numerous empirical studies results – is ap-plied to attain the above-mentioned research aims. The results of conducted anal-ysis are presented in the following order. Firstly, the category of ‘information quality’ is conceptualised, the factors which influence the information quality are identified and the authors’ scheme for analysing the information quality is pro-posed. Secondly, the view on employees’ attitudes towards organisational change is presented. Thirdly, the conditions of the information transmission in the organ-isational change process are analysed. Further, conceptual remarks on the influ-ence of information quality on attitudes towards organisational change are pre-sented on the background of previous research results. Since the idea of incorpo-rating the concept of information quality in the theoretical considerations and empirical models in the area of research on attitudes towards organisational change seems to be promising, the authors propose the directions of further re-search in the final part of the paper.

Purpose – The purpose of this paper is to analyse the possible influence of internal marketing (represented by internal market orientation (IMO)) on external customer outcomes (perceived service quality and customer satisfaction) through the mediating role of employees’ attitudes (job satisfaction, trust and commitment) that comprise relationship quality. Design/methodology/approach – The authors employ a dyadic methodology, with 244 dyads (employee-the average of his/her three patients) at the outpatient services of five Spanish hospitals. The authors use structural equation modelling (EQS6.1) to test the relationships of the model. Findings – The results corroborate the hypotheses proposed in the model, with the exception of the influence of IMO on commitment. Significant differences in some relationships, depending on the experience of the employee, are also corroborated. Research limitations/implications – The paper analyses one service activity in the same region. Only perceptual data are used to measure the variables of the model. Practical implications – Service companies should consider IMO because it contributes to creating an excellent customer experience. Furthermore, managers should bear in mind their employees’ needs when taking decisions. Originality/value – This paper contributes to the literature by demonstrating, for the first time, the mediating role of relationship quality in the influence of IMO on external outcomes. It is also the first paper in internal marketing to analyse the differences in the consequences of IMO according to employee tenure.

International audience; Several studies of innovative work practices show a positive link with firm performance and employees’ task involvement, organizational commitment and citizenship behaviours. One of the recent changes faced by firms is the introduction of Information and Communication Technologies (ICTs). Although several empirical studies analyse the links between ICT use, innovative work practices and firm performance, employee-level analyses are scarce. Using data from the EuropeanWorking Condition Survey (EWCS), this article investigates the relationships between use of the Internet and computers and positive attitudes among employees (social support, job satisfaction, extra effort) in the European context. Our empirical results are based on data for more than 9500 employees from 16 European countries in 2005, and more than 14 000 in 2010. Among the different effects of ICT use, based on the results for the 2005, 2010 and the pooled 2005–2010 sample, and in a within-cohorts change analysis, we find that Internet use is positively related to employees’ job satisfaction and extra effort. We find that computer use is not related to employees’ behaviours. We find also that most of the innovative work practices considered are positively related to employees’ positive attitudes.

This study investigates the implications of practices of the quality management system (QMS) in employees’ attitudes in relation to job involvement, job satisfaction, career satisfaction and organizational commitment. This study was accomplished through the use of a survey by questionnaire. Twenty hypotheses related to QMS practices and the employees´ attitudes were formulated and tested. The results indicate that responsibility and teamwork have a significant and positive correlation with job involvement, job satisfaction, career satisfaction, as well as organizational commitment. Ongoing improvement and problem solving have significant implications in organizational commitment. In addition, training and education, as well as customer focus, did not demonstrate any favourable contribution to the employees’ attitudes. In practical terms, the study recommends that management be more committed to the development of quality practices as a means to sustain and enhance employees’ positive attitudes towards their job. Such practices are a competitive strategy to attract and retain competent employees. N/A

This study explores the links between CEO leadership behaviors, firm performance and employees' attitudes in a sample drawn from 125 firms in China. We first inductively identified categories of CEO leadership behaviors in the Chinese context. Through a factor analysis, we developed a six-dimension measure of CEO leadership behaviors, with three dimensions focused on tasks and three dimensions focused on relationships. Our hypotheses were tested on a matched data set including 739 middle managers and their supervisors (top managers) in the 125 firms. Results from the structural equation modeling analysis show that the CEO's task-focused behaviors are directly linked to firm performance. The CEO's relationship-focused behaviors are related to employees' attitudes and, through these attitudes, to firm performance. Limitations and implications for future research are discussed.

M.Comm. This short dissertation is concerned with the impact that advertising can have on employee attitudes in an organisation in the services industry. The specific organisation is the Vehicle and Asset Finance Division of Nedbank, which is one of the four largest banks in South Africa. In a review of related literature it is highlighted that advertising can lead to cognitive, affective and behavioural responses in an audience. In turn, behaviour, beliefs and affect can impact, or be impacted by, a person’s attitude. Employees in a service organisation are an important part of service delivery; therefore anything that can impact employee attitudes is of interest to the organisation. A study was conducted in the form of a census of all 717 employees in the division of the bank, using a paper questionnaire as a data collection instrument. A response rate of 49% was achieved, and data collected from respondents was analysed in terms of various theoretical factors and statistically derived factors. A number of secondary research objectives were also considered. Findings of this research indicate that employees of the division do notice the organisation’s advertising and their attitudes and resultant behaviour are affected by it in a number of ways. Some of these include a heightened sense of pride and security about the organisation, as well as increased employee commitment to provide improved customer service. It was also established that there are significant differences in the way that employees with different lengths of service, and employees in different job functions, are impacted by the organisation’s advertising. This study was restricted to a single division of a single bank in South Africa so the results cannot be generalised for other divisions of the bank, other banks, other industries or other countries. This provides an opportunity for future research.

M.Phil. The mining industry in South Africa is in a process of transformation, which can be ascribed to various influences. First and foremost is the process of the conversion of mineral rights, employment equity and black economic empowerment. The ethnic distribution of mining employees at the time of the study reflected that Managers were predominantly white, the majority of Shift bosses were white and Miners were predominantly black. Central to the transformation process is maintaining and improving production output in a safe manner. Leadership in addition also impacts on health and safety in the workplace and the process to transform the organisation to world- class status commences with leadership. Transforming health and safety in the organisation to world-class status is a leadership imperative. The fatality rates in South African mines are continuously being addressed not only through initiatives from the Chamber of Mines of South Africa, but also through the various mining houses. The introduction of the Mine Health and Safety Act and Regulations 29 of 1996 made a profound impact on health and safety management on South African Mines. The introduction of blasting certificate holders replaced the scheduled person (contract miner). Various mining houses grasped the opportunity and trained their own miners from previously disadvantaged communities. This also assisted in achieving transformation objectives. The fatalities on platinum mines in South Africa since 1995 have remained constant up to 2007 although a slight decrease is reported. Nevertheless, injuries and fatalities in South African mines are attracting negative attention from society and the investment community. This is not in the interest of the mining industry. Research indicates that unsafe behaviour contributes 87% and more to incidents and injuries (including fatalities) on mines. The study of behaviour as a contributing factor in organisational safety is a relatively young science since the first reported studies in the 1980's. Research in this domain strives to develop an understanding of behaviour as a contributing factor in organisational safety.

M.Comm. The aim of this study is to evaluate performance management in the public service particularly within the Gauteng Department of Health. The researcher also intends to discover the attitude of employees towards performance management systems. A triangulation approach involving qualitative and quantitative analysis was adopted to ensure the validity of the constructs.

M.Comm. The global environment is changing drastically and companies need to respond to this change in order to survive. The concept of shared services has seen its boom in the market as one of the measures to adapt to the ever changing global environment. With the strengthening of the global economy, corporations implement shared services to enhance their competitive advantage. Shared services are implemented for various reasons inclusive of quality, cost, time and economies of scale. The result is changes in processes, technology and culture / people. Change is not easy. People resist as it impacts on culture i.e. the way they currently operate. The introduction of shared services is no different. The changes it leads to create a sense of discomfort thereby leading to resistance. It is, thus, of critical importance to manage the transition of people from the current to the future culture. It has been evident that the softer side of change (people) is the most neglected area when managing change. The study focuses on change management to transform people’s attitudes and behaviours from a functional culture to a service oriented culture. The researcher identified this transition as not successful when introducing shared services, and this forms the research problem. The study is qualitative and exploratory in design with the aim of identifying change management tools and techniques in the implementation of shared services. Various tools have been identified with communication being the most critical tool in managing change. The conclusion drawn is that focus should not only be on the technical areas of change, but involve people as well. No change can be successful without the involvement of the people that are expected to implement it, no matter how sophisticated the processes or technology is.

The South African government introduced Affirmative Action in 1998 to redress historical workplace discrimination. The South African moral imperative considers Affirmative Action to be a necessary instrument of change influencing social and economic equality, which impacts on the development of Blacks. Affirmative Action is being researched in academic circles for reasons other than moral concern, which calls for a new breed of scientist to take equitable academic demographics into consideration. The exploratory study in question aimed to identify employees’ perceptions on Affirmative Action within the Faculty of Health Sciences at the University of Witwatersrand. The survey method was utilized in the study and opinions were elicited from 108 respondents in the Faculty. The results were analysed both qualitatively and quantitatively in order to gain a comprehensive insight into the perceptions. The focus of the study included: profile of the respondents, staffing and standards, employee development and mentorship, attitudes, training and culture. The findings of the investigation indicated that progress achieved by Affirmative Action within the Faculty was generally perceived to be slow. However, there appeared to be no problems related to holistic practices established in support of Affirmative Action. Prof. W. Backer

The aim of this study was to develop a Management Error Orientation Questionnaire (MEOQ) to be used as an instrument to measure the attitude of management towards errors in the workplace. The sample comprised of 232 managers from a variety of business sectors. A factor analysis on 59 items yielded three factors and these factors were interpreted as the attitude of dealing with errors, the risk of errors and error strain. The three factors were subjected to an item analysis and yielded acceptable levels of reliability. A discussion of the areas that were researched, namely errors and attitudes, provide the context in which the research should be viewed. The discussion of the methods which were employed, was followed by a critical and in depth discussion of the results that were obtained. The dissertation recommends that the Management Error Orientation Questionnaire could be used as an instrument to measure the attitudes of managers towards errors (with specific emphasis in the manufacturing sector). The MEOQ has a number of practical applications in the human resource management science. The study can be extended to ensure that the same questionnaire can be used in other business sectors. The findings of this study are valuable because of the lack of previous research on error orientation at managerial level. Prof. CJH Blignaut

The aim of this study is to determine the effects of the hotel employees' mobbing perceptions on organizational cynicism. In this respect, employees’ mobbing perceptions and attitudes related to organizational cynicism are evaluated separately, and then through putting forth the effect of mobbing on organizational cynicism on the sample of hotel business employees in Turkey. In this research, survey technique was utilized as a data collecting method, also the relevant mobbing and organizational cynicism scales were utilized. Survey way applied to 936 people selected through stage sampling method from employees of the five star hotel in Turkey which constitute the population of this research, and data collected for the aim of this study was analyzed and interpreted.According to the results of this research, it was determined that when hotel employees’ mobbing perceptions are considered in general, the highest mobbing perception is in “self-realization and attacks intended for communication formation” dimension; when their attitudes on organizational cynicism are considered in general, organizational cynicism with the highest average is behavioral cynicism. On the other hand, relations between employees’ mobbing perceptions and attitudes on organizational cynicism have been found significant in this research, also it is achieved that mobbing increases organizational cynicism.