Abstract Background/Purpose An ongoing problem of the ethical transgression of students poses a fundamental threat to the functioning of higher education institutions and translates to their behaviour in the future workplace. The aim of the paper is to examine the relationship between the academic context in higher education institutions in a transitional society and students’ ethical behaviour. Methods Two-source empirical research was conducted using samples of 235 students and 112 faculty and administrative staff from 12 higher education institutions in Croatia. Data on the ethical infrastructure of higher education institutions and the ethical behaviour of students and employees were collected from both groups. Descriptive statistics were used to provide insights into various aspects of the academic context and the characteristics of students’ and employees’ ethical behaviour. Multiple regression analyses were conducted to examine the relationships between the academic context and the ethical behaviour of students and employees. Results Perceptions of students and employees differed on a number of aspects of the academic context in their higher education institutions, while the formal ethical framework, individual-level ethics, and witnessing and sanctioning of unethical behaviour are found to be the factors that play a role in shaping students’ ethical behaviour. Students enrolled in natural sciences-related programmes are less susceptible to the effects of academic context than those studying programmes in other scientific fields. Conclusion The current state of academic context at higher education institutions in a typical transitional society leaves considerable room for improvement in developing ethical infrastructure and promoting a culture of academic integrity and ethical values. Translating the ‘words’ into ‘actions’ at both organisational and individual levels is a primary goal for these institutions to establish an effective ethical framework and culture, and to be perceived as ethical by their stakeholders.

Abstract Background/Purpose This paper investigates employer attractiveness from the perspective of different employee cohorts in Slovakia. The study aims to identify which employer attributes are perceived as most important and to investigate how these perceptions vary across different generational and educational segments. The research addresses current labour market challenges, including shortages of both highly and moderately skilled labour, further exacerbated by demographic ageing. Methods A quantitative research design was applied, using a questionnaire survey with a final sample of 481 respondents. A two-step cluster analysis using SPSS software was employed to group respondents with similar preferences. Results The results reveal that younger cohorts prioritise opportunities for development and reputation, while older generations emphasise salary and job security. Differences in perception were also observed across education levels. The findings highlight the need for a segmented approach in employer branding strategies, tailored to demographic and regional labour market specifics. Conclusions The study contributes to the literature by contextualising employer branding within the Slovak labour market and providing practical insights for organisations seeking to attract and retain diverse talent. These findings are relevant for both academics and HR practitioners aiming to develop more effective employer value propositions.

Abstract Background/Purpose This article explores consumers’ perception of the benefits of intelligent service robots (ISR) in the purchasing process, their trust in artificial intelligence (AI), their perception of AI-related threats, and the impact of these variables on consumer attitudes toward AI. Additionally, the study examines the moderating effect of perceived AI-related threats on the relationship between perceived benefits and trust on one side and the formation of consumer attitudes toward AI on the other. Methods The research was conducted in the first half of 2024 on a judgmental sample of 224 employed consumers in the Republic of Slovenia. Data were collected through a structured online questionnaire. For the empirical analysis, a non-parametric approach using SEM-PLS modelling was applied to examine relationships between the studied research constructs. Results The findings indicate that perceived benefits of ISR have a strong and positive impact on consumer attitudes toward AI, while perceived AI-related threats strongly and negatively influence these attitudes. Moreover, the results reveal that perceived AI-related threats significantly and negatively moderate the effect of consumers’ perceived trust in AI on the formation of their attitudes toward AI. Conclusion The results of this study contribute significantly to the theoretical understanding of employed consumers’ attitudes toward AI. They also provide practical implications for companies in developing predictive models of consumer behaviour and defining effective marketing strategies to encourage AI adoption in the purchasing process.

Abstract Background/Purpose Cultural competence in the healthcare system is a crucial strategy to ensure the availability, accessibility, acceptability, and quality of healthcare services. However, literature on the systemic implementation of this concept in the Central and Eastern European region is scarce. The aim of our study is to present insights into the barriers to cultural competence and measures for its advancement in the Slovenian healthcare system. Methods We employed a qualitative methodology, conducting semi-structured interviews with professionals and experts in Slovenian healthcare system. Data was analysed by directed content analysis. Results The identified barriers to cultural competence and measures for its advancement pertained to several areas, including staffing, information for healthcare users, multidisciplinary and multi-level approaches, data collection and research, communication possibilities and skills, legislative foundation, flexibility of the healthcare system, quality standards, and educational efforts and policies. Conclusions In our study, we found that most barriers to cultural competence exist at the systemic and organizational level. Consequently, the measures identified to address these barriers should also be implemented at these levels. The first step towards achieving safer and more equitable healthcare services should involve incorporating the core principles of cultural competence into strategies and policies at both systemic and organizational levels of healthcare.

Abstract Background/Purpose This paper aims to analyse the nexus between selected growth determinants and the financial performance of high-growth companies (HGCs) in relation to their ownership. In line with principal-agent theory, we try to determine if the differences exist between managers who are also (co)owners and those managers who are not (co)owners. Also, we analysed if additional equity-based compensation, through different growth determinants, could increase HGC’s financial performance. Methods The study was conducted on a sample of 119 HGCs from the Republic of Slovenia and was carried out in 2022. The empirical analysis was performed using regression analysis based on exploratory factor analysis (EFA). Analysis was performed using IBM SPSS Statistics 27 software. Results Results showed that considering the importance of organisational networking capability for HGC’s financial performance, there are statistically significant differences between owner-managers and managers, implying that ownership (and equity-based compensations) could positively shape HGC’s financial performance. In addition, results show that when analysing the owners-managers group of HGCs, risk-taking and organisational networking capability positively and statistically significantly impact HGC’s financial performance. Conclusion Our paper highlights the importance of organisational networking capability as a growth determinant through which equity-based manager compensations can positively influence HGCs’ financial performance. The study contributes to diverse literature related to HGCs and contributes to relevancy for the policymakers aiming at enabling better financial performance of HGCs.

Abstract Background/Purpose This study investigates the distinct entrepreneurial motivations driving export activities and sustainability pursuits in Slovenian businesses, with a particular focus on differences between newborns and mature enterprises. The study proposes that entrepreneurs who prioritize wealth accumulation are more likely to engage in export activities, particularly those running startups, under the pressures of global trade. Conversely, in light of the shifting cultural values towards sustainability, it is hypothesized that entrepreneurs who are committed to making a difference in the world will be more inclined towards sustainability engagement, a tendency that may be more pronounced in startups. Methods To test these hypotheses, linear regression modelling, using data collected from the Global Entrepreneurship Monitor survey of businesses in Slovenia was employed. Results Newborns, in comparison to mature businesses, are more engaged in both exporting and sustainability pursuits. Interestingly, the motives behind these activities differ significantly. Exporting is primarily driven by the pursuit of wealth accumulation, while sustainability engagement is motivated by the desire to make a positive difference in the world. Conclusion These findings provide valuable insights into the unique characteristics of internationalization and sustainability pursuits in startups versus mature businesses. They highlight the role of distinct entrepreneurial motivations in shaping business practices, contributing to the literature on entrepreneurship and business sustainability.

Abstract 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.

Abstract Background/Purpose The Covid 19 epidemic has forced many organizations to move to remote work (RW), and this trend is expected to continue even later in the post-epidemic period. Employees of the organization are at the heart of this transi-tion to RW, so identifying the factors that affect employee satisfaction with RW is very important for organizations to increase employee commitment and motivation. Therefore, the main objective of this study was to identify and prioritize the factors affecting employee satisfaction with RW using an innovative method. Method In the first phase of this study, a conceptual research model was designed inspired by literature. In the next phase, the proposed conceptual model of this re-search was tested using structural equation modeling (SEM). Then, using the artifi-cial neural network model, the importance of each of the model variables in pre-dicting employee satisfaction with RW was identified. Results The findings of this article ultimately disclosed that work-life balance, in-stitutional and technological support, job satisfaction, and perceived limited com-munication are, respectively, are elements that affect employee satisfaction with RW. The first three factors are drivers of employee satisfaction and the last factor (i.e., perceived limited communication) is the constraint of employee satisfaction with RW because it had a statistically significant negative effect on employee satis-faction with RW. Conclusion This study revealed that organizations should focus on the processes and strategies to improve employees’ work-life balance, provide institutional and technological support during remote work, and increase job satisfaction in order to increase the satisfaction level of their employees in the remote work. On the other hand, it was found that perceived limited communication is an effective factor that causes a decrease in the level of satisfaction of employees in remote work.

Abstract Background and purpose: Although management fashions have been discussed for nearly 30 years, a certain amount of time had to pass before the discussions were based on factual data. This research mainly aims to trace management approaches in some selected international indices over nearly half a century. In this study, the basic question of how the historical course of management fashions has developed has been answered by following the development course. Methods: The Descriptive Statistical method was preferred in the study because of its suitability to the subject’s essence, the purpose of the research, and the research question’s answer. The research was carried out based on the data collected about management trends by scanning the Web of Science and Scopus databases covering 1975-2020. Results: Management fashions follow rapid adoption, implementation, disappointment, and abandonment. Research results; show that the lack of knowledge and awareness of management fashions poses a significant waste of time and intellectual capital. This determination is crucial, especially for young researchers and new generation managers. Conclusion: In conclusion, it can be said that while new approaches that have tangible counterparts and can be grounded continue, approaches that do not have concrete counterparts disappear, causing a waste of time and mental effort.

Abstract Purpose: The purpose of this article is to examine the relationship between employee participation in the decision-making process (EPDMP) and organizational citizenship behavior (OCB) while considering the mediating role of affective commitment (AC). Methods: The article is based on primary cross-sectional data collected using questionnaires and applying a convenience sampling method among employees in Bosnia and Herzegovina (B&H). The sample consists of 302 employees from 127 companies across multiple industries. Results: First, there is a positive relationship between EPDMP and two dimensions of OCB – organizational citizenship behavior directed at individuals (OCBI) and organizational citizenship behavior directed at the organization (OCBO). Second, the findings suggest that AC mediates the relationship between EPDMP and OCBI and OCBO. Furthermore, OCBI is found to mediate the relationship between AC and OCBO. Conclusion: This article extends the literature by introducing the mediating role of AC in the relationship between EPDM and two dimensions of OCB and the mediating role of OCBI in the relationship between AC and OCBO.