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Dr. Simona Šarotar Žižek
Faculty of Economics and Business University of Maribor

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0 human resouce management

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Short Biography

Doctor of Science and Associate Professor of Business Management, specializing in human resources management, head of the study program Management of Business Organization, and head of the Institute for Management and Organization of the University of Maribor, Faculty of Economics and Business. She is the author or co-author of numerous books, articles in international and Slovenian journals, and scientific and professional conferences. Her oeuvre includes more than 730 bibliographic items. She has participated in several research projects and led international projects ("CHANCE-4-CHANGE" SMART PRODUCTION and REGIO HELP) and participates in them (GRENZ FREI). She is a member of the research program P5-0027: Adaptation of the Slovenian economy and the development identity of Slovenia in the EU.

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Journal article
Published: 16 August 2021 in Sustainability
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The purpose of this study is to introduce Sustainable Socially Responsible Society 6.0 as a new concept that is supposed to extend ‘Corporate Social Responsibility’ to the entire society for humankind to gain a new chance to survive beyond the dangerous neoliberalism that abuses the market and democracy to the benefit of very few humans—the richest one percent and a few around them—and beyond Society 5.0. This study aims to define the framework conditions of ‘Well-being Society 6.0’, where humans can both achieve and define their targeted quality of life, including work–life balance, etc. Mulej’s Dialectical Systems Theory provides requisite (i.e., sufficient and necessary) integrity/holism of approach that leads to a Sustainable Socially Responsible (SSR) Society without overlooking the necessity of personal, including managerial, responsibility. Most humans try to satisfy their basic survival needs by management, which is requisitely holistic; it can and shall contribute to setting the framework conditions, foremost with non-technological innovation management. The Economy for the Common Good can contribute to SSR Society 6.0, including ‘Well-being society’. In addition, in 2019–2021 humankind is experiencing the ‘new Corona Virus’ crisis, killing millions, but also enabling a crucial step toward a well-being society by returning worldwide economic governance from neoliberalism to Keynes-based state capitalism with no loud objections.

ACS Style

Simona Šarotar Žižek; Matjaž Mulej; Amna Potočnik. The Sustainable Socially Responsible Society: Well-Being Society 6.0. Sustainability 2021, 13, 9186 .

AMA Style

Simona Šarotar Žižek, Matjaž Mulej, Amna Potočnik. The Sustainable Socially Responsible Society: Well-Being Society 6.0. Sustainability. 2021; 13 (16):9186.

Chicago/Turabian Style

Simona Šarotar Žižek; Matjaž Mulej; Amna Potočnik. 2021. "The Sustainable Socially Responsible Society: Well-Being Society 6.0." Sustainability 13, no. 16: 9186.

Journal article
Published: 15 July 2021 in Sustainability
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The organizational culture is a significant construct in a time of change during the organizational transition, and it plays an important role in achieving goals of social responsibilities, which is an important part of sustainability. The literature shows the gap of socially responsible transfer of organizational culture with the impact on employee’s well-being. The cultural changes of the organization during the transition are particularly in connection with the impact on internal communication where organizational culture presents a part of values, norms, and ethics, which influences successfully implemented changes and in such a way has an influence on the stress and work satisfaction. The main purpose of the presented study is the development of the model of socially responsible transfer of organizational culture to the foreign subsidiaries on a basis of adjusted internal communication, which reduces stress and increases work satisfaction. Impacts of organizational culture on internal communication, stress, and work satisfaction are clearly presented, as well as inter-related impacts of the constructs concerning national culture, leadership, and organizational knowledge. Thus, the new holistic model of socially responsible transfer of the parent organization culture to foreign subsidiaries clearly defines steps of organizational culture, internal communication, stress management, and work satisfaction. Managerial implications are discussed.

ACS Style

Darja Kukovec; Borut Milfelner; Matjaž Mulej; Simona Šarotar-Žižek. Model of Socially Responsible Transfer of Parent Organization Culture to the Subsidiary Organization in a Foreign Cultural Environment Concerning Internal Communication, Stress, and Work Satisfaction. Sustainability 2021, 13, 7927 .

AMA Style

Darja Kukovec, Borut Milfelner, Matjaž Mulej, Simona Šarotar-Žižek. Model of Socially Responsible Transfer of Parent Organization Culture to the Subsidiary Organization in a Foreign Cultural Environment Concerning Internal Communication, Stress, and Work Satisfaction. Sustainability. 2021; 13 (14):7927.

Chicago/Turabian Style

Darja Kukovec; Borut Milfelner; Matjaž Mulej; Simona Šarotar-Žižek. 2021. "Model of Socially Responsible Transfer of Parent Organization Culture to the Subsidiary Organization in a Foreign Cultural Environment Concerning Internal Communication, Stress, and Work Satisfaction." Sustainability 13, no. 14: 7927.

Chapter
Published: 04 October 2020 in Values and Corporate Responsibility
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Chapter provides a new non-technological innovation tool to make employees’ behaviour more creativity- and innovation-driven. Knowledge management is too one-sided; it needs requisite holism/wholeness by interdependence with values management into knowledge-cum-values management based on creativity-based well-being. If practicing requisite holism, the key stockholders’ knowledge-cum-values management supports knowledge-cum-values innovation-driven business policy making. Unlike knowledge management the knowledge-cum-values management-based innovation process leads to 52 types of innovations. Social responsibility supports knowledge-cum-values management supported by human resource management, which results in creativity-based well-being. Knowledge-cum-values management and creativity-based well-being are easier to attain with the integral management approach, e.g. the MER model of integral management, and the application of systemic behaviour, e.g. the Dialectical Systems Theory, via social responsibility principles in ISO 26000. This research is limited to enterprise governance and management process and discusses its general interdependence with the enterprise’s basic realization and information processes. Governors/managers who separate knowledge management and values management fail to attain requisite holism. Practitioners should use knowledge-cum-values management and social responsibility replacing their usual one-sidedness resulting from their usual over-specialization. Results are more innovative employees and enterprise’s success. The proposed novel requisitely holistic model includes social responsibility and leads towards human integrity, innovativeness and creativity-based well-being, hence happier people and more successful enterprises.

ACS Style

Tjaša Štrukelj; Matjaž Mulej; Simona Šarotar Žižek. Knowledge Management Strategy for Achieving Innovation-Driven Knowledge-Cum-Values Behaviour. Values and Corporate Responsibility 2020, 31 -56.

AMA Style

Tjaša Štrukelj, Matjaž Mulej, Simona Šarotar Žižek. Knowledge Management Strategy for Achieving Innovation-Driven Knowledge-Cum-Values Behaviour. Values and Corporate Responsibility. 2020; ():31-56.

Chicago/Turabian Style

Tjaša Štrukelj; Matjaž Mulej; Simona Šarotar Žižek. 2020. "Knowledge Management Strategy for Achieving Innovation-Driven Knowledge-Cum-Values Behaviour." Values and Corporate Responsibility , no. : 31-56.

Chapter
Published: 16 September 2020 in Values and Corporate Responsibility
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The enterprise’s stakeholders’ well-being (WB) results from properly oriented enterprise vision/policy (aimed at social and other responsibility). To reach a (socially) responsible enterprise policy making the enterprise socially responsible and attain stakeholders’ WB, enterprise shareholders and other stakeholders should consider SR/WB crucial; this arises (also) from their contemporary circumstances and spiritual intelligence. SR belongs to crucial non-technological innovation processes that should result in SR as a normal part of human values, culture, ethics and norms (VCEN). These VCEN are visible in, and supported by, requisitely holistic (RH) enterprise policy/governance for the organization to flourish in the current global market, including SR as a way out from the current socio-economic crisis. Namely, the concepts of (1) interdependence (and ethics of interdependence) and (2) holistic approach (actually: a requisitely holistic approach) are crucial attributes of SR.

ACS Style

Tjaša Štrukelj; Matjaž Mulej; Simona Šarotar Žižek. Enterprise Policy/Governance, as a Core Subject of Social Responsibility, for Enterprise Stakeholders’ Well-Being. Values and Corporate Responsibility 2020, 1 -43.

AMA Style

Tjaša Štrukelj, Matjaž Mulej, Simona Šarotar Žižek. Enterprise Policy/Governance, as a Core Subject of Social Responsibility, for Enterprise Stakeholders’ Well-Being. Values and Corporate Responsibility. 2020; ():1-43.

Chicago/Turabian Style

Tjaša Štrukelj; Matjaž Mulej; Simona Šarotar Žižek. 2020. "Enterprise Policy/Governance, as a Core Subject of Social Responsibility, for Enterprise Stakeholders’ Well-Being." Values and Corporate Responsibility , no. : 1-43.

Journal article
Published: 01 September 2020 in Naše gospodarstvo/Our economy
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The main aim of this contribution is to outline the role and importance of key performance indicators in the frame of Industry 4.0 implementation. These key performance indicators are presented as a cornerstone for industry 4.0 implementation in organizational practice, since they represent key input for needed data in digitalized organization. In that framework, the contribution first exposes some of the essential characteristics of “Industry 4.0”, followed by the methodology of key performance indicators (KPI). Next, the contribution outlined a proposed methodology for implementing KPIs in frame of Industry 4.0 adoption in organizations. Another section of the paper is dedicatd to the linkage between corporate social responsilbty and KPIs in frame of Industry 4.0. The paper also outlines implications, limitations and further research directions are outlined.

ACS Style

Simona Šarotar Žižek; Zlatko Nedelko; Matjaž Mulej; Živa Veingerl Čič. Key Performance Indicators and Industry 4.0 – A Socially Responsible Perspective. Naše gospodarstvo/Our economy 2020, 66, 22 -35.

AMA Style

Simona Šarotar Žižek, Zlatko Nedelko, Matjaž Mulej, Živa Veingerl Čič. Key Performance Indicators and Industry 4.0 – A Socially Responsible Perspective. Naše gospodarstvo/Our economy. 2020; 66 (3):22-35.

Chicago/Turabian Style

Simona Šarotar Žižek; Zlatko Nedelko; Matjaž Mulej; Živa Veingerl Čič. 2020. "Key Performance Indicators and Industry 4.0 – A Socially Responsible Perspective." Naše gospodarstvo/Our economy 66, no. 3: 22-35.

Journal article
Published: 01 September 2018 in Naše gospodarstvo/Our economy
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Successful internal communication in an intercultural environment depends on the organizational culture, business environment, social responsibility, and leaders’ skills. Thus, internal communication and employee adaptation to changing business environments ask what a successful socially responsible internal communication requires. This contribution discusses theoretical foundations of qualitative research, how the organizational culture can define which direction the organization should chose to attain social responsibility, and how internal communication can improve understanding of professional language and be decisive in a working environment. The generated model offers insights into understanding social responsibility and organizational culture to improve internal communication.

ACS Style

Darja Kukovec; Matjaž Mulej; Simona Šarotar Žižek. Professional Languages Alone Do Not Suffice for Successful and Socially Responsible Internal Communication between Different Cultures. Naše gospodarstvo/Our economy 2018, 64, 47 -55.

AMA Style

Darja Kukovec, Matjaž Mulej, Simona Šarotar Žižek. Professional Languages Alone Do Not Suffice for Successful and Socially Responsible Internal Communication between Different Cultures. Naše gospodarstvo/Our economy. 2018; 64 (3):47-55.

Chicago/Turabian Style

Darja Kukovec; Matjaž Mulej; Simona Šarotar Žižek. 2018. "Professional Languages Alone Do Not Suffice for Successful and Socially Responsible Internal Communication between Different Cultures." Naše gospodarstvo/Our economy 64, no. 3: 47-55.

Journal article
Published: 05 February 2018 in Kybernetes
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Purpose This paper aims to present the findings of the research about the role of different intelligences in overcoming the differences in employee value system as a source of success. Design/methodology/approach Based on their previous research, the authors used desk and informal field research, the Dialectical Systems Theory and its Law of Requisite Holism. Findings The integration of one’s personal development with one’s individual intelligence influences human value systems. Knowledge and developing of various types of intelligence matter: it lets individuals develop faster, in the long run. The higher one’s level of intelligence is, the easier one finds it to face problems or experience. Thus, one is becoming a mature personality, who can overcome extreme alternatives to the briefed human values. This process can also receive meaningful support from the exercise of social responsibility, which is one’s responsibility for one’s impacts on society, i.e. people and nature. Success of the process depends on “personal requisite holism”. The top managers need significantly more emotional and social competences than the others. Research limitations/implications The topic is researched with qualitative analysis in desk and informal field research. Quantitative methodological approach took place in the authors’ cited previous publications. Practical implications Work distribution makes the leaders and subordinates differ in prevailing values, too. Mastering of these differences will support business success, survival of jobs included and well-being of coworkers from both groups. Application of the cognitive, emotional and spiritual intelligences might help the organization meet this need. The fourth – physical intelligence – supports ensuring the psychological well-being at work; from this, other mentioned intelligences have been developed. Mastering of these differences can also receive support from methods of creative cooperation, social responsibility and personal requisite holism; the authors have reported about these elsewhere, and only point to these in this study. Social implications The more holistic intelligences system generates a more socially responsible society. Originality/value No similar concept is offered in the available literature.

ACS Style

Živa Veingerl Čič; Matjaž Mulej; Simona Šarotar Žižek. Different intelligences’ role in overcoming the differences in employee value system. Kybernetes 2018, 47, 343 -358.

AMA Style

Živa Veingerl Čič, Matjaž Mulej, Simona Šarotar Žižek. Different intelligences’ role in overcoming the differences in employee value system. Kybernetes. 2018; 47 (2):343-358.

Chicago/Turabian Style

Živa Veingerl Čič; Matjaž Mulej; Simona Šarotar Žižek. 2018. "Different intelligences’ role in overcoming the differences in employee value system." Kybernetes 47, no. 2: 343-358.

Journal article
Published: 01 December 2017 in Naše gospodarstvo/Our economy
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Work is a crucial part of human life. One should attain employees’ well-being (WB) to support organisational success. In the first phase, the confirmatory factor analysis (CFA) was employed to assess the dimensionality, reliability, and validity of the reflective latent constructs. In the second phase, structural equation modelling was performed to test the research hypotheses. By structural equation modelling we found that physical health (PH) statistically significant negatively affects subjective emotional well-being (SEWB). Positive PH and SEWB were negatively connected. Emotional intelligence (EI) has a statistically significant impact on SEWB. The last relationship in the model—between spiritual intelligence (SI) and self-determination (SD)—was negative, but statistically significant. Therefore, human resource management’s activities (HRM) must concentrate on optimal physical/mental health, emotional (EI) and spiritual (SI) intelligence. Employees’ good health supports their emotional WB. Their emotional balance, based on their EI, enhances their subjective emotional WB and SD. The employees ’SI affects their SD.

ACS Style

Simona Šarotar Žižek; Matjaz Mulej; Borut Milfelner. Determinants of Subjective Emotional Well-Being and Self-Determination of Employees: Slovene Case. Naše gospodarstvo/Our economy 2017, 63, 54 -65.

AMA Style

Simona Šarotar Žižek, Matjaz Mulej, Borut Milfelner. Determinants of Subjective Emotional Well-Being and Self-Determination of Employees: Slovene Case. Naše gospodarstvo/Our economy. 2017; 63 (4):54-65.

Chicago/Turabian Style

Simona Šarotar Žižek; Matjaz Mulej; Borut Milfelner. 2017. "Determinants of Subjective Emotional Well-Being and Self-Determination of Employees: Slovene Case." Naše gospodarstvo/Our economy 63, no. 4: 54-65.

Journal article
Published: 01 September 2017 in Naše gospodarstvo/Our economy
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The labor market is currently experiencing employees of four generations. Each generation has different behavior patterns, attitudes, expectations, habits, and motivational mechanisms. As generational gaps play an important role in the business process, organizations have to find ways to balance the needs and views of different age groups. To overcome the negative outcomes arising from generational differences and to use the strengths of each generation, the implementation of comprehensive and proactive model of intergenerational cooperation, presented in the paper, is becoming the necessity for each organization because of the benefits.

ACS Style

Živa Veingerl Čič; Simona Šarotar Žižek. Intergenerational Cooperation at the Workplace from the Management Perspective. Naše gospodarstvo/Our economy 2017, 63, 47 -59.

AMA Style

Živa Veingerl Čič, Simona Šarotar Žižek. Intergenerational Cooperation at the Workplace from the Management Perspective. Naše gospodarstvo/Our economy. 2017; 63 (3):47-59.

Chicago/Turabian Style

Živa Veingerl Čič; Simona Šarotar Žižek. 2017. "Intergenerational Cooperation at the Workplace from the Management Perspective." Naše gospodarstvo/Our economy 63, no. 3: 47-59.

Book chapter
Published: 23 August 2017 in Quality of Life and Quality of Working Life
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Psychological Well-Being of Individuals as Employees and a Paradigm in the Future Economy and Society | InTechOpen, Published on: 2017-08-23. Authors: Simona Šarotar Žižek and Matjaž Mulej

ACS Style

Simona Šarotar Žižek; Matjaž Mulej. Psychological Well-Being of Individuals as Employees and a Paradigm in the Future Economy and Society. Quality of Life and Quality of Working Life 2017, 1 .

AMA Style

Simona Šarotar Žižek, Matjaž Mulej. Psychological Well-Being of Individuals as Employees and a Paradigm in the Future Economy and Society. Quality of Life and Quality of Working Life. 2017; ():1.

Chicago/Turabian Style

Simona Šarotar Žižek; Matjaž Mulej. 2017. "Psychological Well-Being of Individuals as Employees and a Paradigm in the Future Economy and Society." Quality of Life and Quality of Working Life , no. : 1.

Book chapter
Published: 23 August 2017 in Quality of Life and Quality of Working Life
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Physical and Psychical Well-Being and Stress: The Perspectives of Leaders and Employees | InTechOpen, Published on: 2017-08-23. Authors: Simona Šarotar Žižek and Vesna Čančer

ACS Style

Simona Šarotar Žižek; Vesna Čančer. Physical and Psychical Well-Being and Stress: The Perspectives of Leaders and Employees. Quality of Life and Quality of Working Life 2017, 1 .

AMA Style

Simona Šarotar Žižek, Vesna Čančer. Physical and Psychical Well-Being and Stress: The Perspectives of Leaders and Employees. Quality of Life and Quality of Working Life. 2017; ():1.

Chicago/Turabian Style

Simona Šarotar Žižek; Vesna Čančer. 2017. "Physical and Psychical Well-Being and Stress: The Perspectives of Leaders and Employees." Quality of Life and Quality of Working Life , no. : 1.

Journal article
Published: 06 March 2017 in Kybernetes
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Purpose This paper aims to develop a multiple-criteria model for the assessment of human resource management (HRM), focusing on groups of organizations with respect to industry. Design/methodology/approach The approach presented in this paper follows the framework procedure for multiple-criteria decision-making based on the Quantified Dialectical Systems Theory. It considers the factor analysis results in structuring the problem. By considering several experts’ judgments already when measuring the importance of criteria, it enables respondents to omit those sets of criteria for which they are neither experts nor responsible. Findings The paper shows that the factor analysis results can also be used in structuring the multi-dimensional concept in multiple-criteria model for assessing HRM – a step forward to multi-methodology. The obtained aggregate values show human resource managers the key success and failure factors to adopt an integrated/requisitely holistic and innovated strategy related to HRM in organizations. Research limitations/implications The approach presented in this paper helps managers in developing and implementing a requisitely holistic model of HRM, adapted to several groups of organizations, such as with respect to their industry, in any country. Practical implications This paper provides recommendations for HRM in organizations. Originality/value This paper fills the gap in the research on multiple-criteria HRM assessment in organizations with respect to their industry by developing a multiple-criteria model for the assessment of HRM in groups of organizations, with application based on their industries.

ACS Style

Vesna Čančer; Simona Šarotar Žižek. A multiple-criteria approach to human resource management assessment in organizations with respect to industry. Kybernetes 2017, 46, 419 -432.

AMA Style

Vesna Čančer, Simona Šarotar Žižek. A multiple-criteria approach to human resource management assessment in organizations with respect to industry. Kybernetes. 2017; 46 (3):419-432.

Chicago/Turabian Style

Vesna Čančer; Simona Šarotar Žižek. 2017. "A multiple-criteria approach to human resource management assessment in organizations with respect to industry." Kybernetes 46, no. 3: 419-432.

Journal article
Published: 06 March 2017 in Kybernetes
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Purpose The aim of this paper is to present a research on how – the extremely necessary – systemic rather than one-sided and short-term behavior can enjoy support from (corporate and individual) social responsibility (SR) enhanced by transformational leadership as a source of success. Design/methodology/approach Based on the previously published empirical research, the authors use qualitative research methodology including desk and informal field research, the Dialectical Systems Theory and its law of requisite holism. Findings The entire humankind is in big trouble and facing the danger of the Third World War resulting from the “war against terrorism” proclaimed in USA in 2002 and making close to 100 million persons need relief aid; this situation is because of monopolies in the global economy, both business and government monopolies. Application of knowledge that might be able to solve the problem depends on values, culture, ethics and norms that prevail in all/any entities from families via corporations and other organizations, countries, international entities (such as European Union) to the entire world and humankind (and its United Nations Organization). The most influential of all of them are the corporations, hence, their corporate governance and strategic management. Hence, they should urgently implement SR principles and methods supporting its realization instead of the prevailing short-term and one-sided criteria of right and wrong, for clear and proven economic reasons; satisfied and healthy people are causing much less cost and trouble than strikes, medical care, renewal of safe natural environment, wars, unhappy/abused partners, etc. Research limitations/implications The hypothesis is researched to the greatest extent possible, with qualitative analysis in desk and field research. Quantitative methodological approach took place in the cited previous publications. Practical implications For humankind and managers, the use of the transformational leadership is very important because of its positive impact on health and well-being of employees and, hence, on humankind’s survival in the current global socio-economic crisis. Social implications Good health and well-being of employees reduce many societal troubles and related cost resulting otherwise from the too short-term and narrow-minded behavior of managers and employees, potentially their families as well, all way to tens of millions of homeless migrants, killed and injured people, children with no chance for education, etc. Originality/value No similar concept is offered in the available literature.

ACS Style

Simona Šarotar Žižek; Matjaž Mulej; Živa Veingerl Čič. Results of socially responsible transformational leadership: increased holism and success. Kybernetes 2017, 46, 400 -418.

AMA Style

Simona Šarotar Žižek, Matjaž Mulej, Živa Veingerl Čič. Results of socially responsible transformational leadership: increased holism and success. Kybernetes. 2017; 46 (3):400-418.

Chicago/Turabian Style

Simona Šarotar Žižek; Matjaž Mulej; Živa Veingerl Čič. 2017. "Results of socially responsible transformational leadership: increased holism and success." Kybernetes 46, no. 3: 400-418.

Journal article
Published: 01 March 2017 in Naše gospodarstvo/Our economy
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Job insecurity is a serious stressor in the work environment, with negative work-related outcomes. The effects of job insecurity strongly depend on the country’s economic condition. The present study investigated the relationship among job insecurity, job satisfaction, and the intention to quit as well as possible mediating variables (resources/recovery and stress). The samples of 251 Slovene and 219 Austrian workers were analyzed. The data indicated that job insecurity is related to higher stress and intention to quit as well as to lower resources/recovery at the workplace. Stress is an important mediator in the relationship between resources/recovery and job satisfaction as well as intention to quit. These relationships were found in both samples.

ACS Style

Paul Jiménez; Borut Milfelner; Simona Šarotar Žižek; Anita Dunkl; Anita Bregenzer; Paulino Jimenez. Moderating Effects between Job Insecurity and Intention to Quit in Samples of Slovene and Austrian Workers. Naše gospodarstvo/Our economy 2017, 63, 27 -37.

AMA Style

Paul Jiménez, Borut Milfelner, Simona Šarotar Žižek, Anita Dunkl, Anita Bregenzer, Paulino Jimenez. Moderating Effects between Job Insecurity and Intention to Quit in Samples of Slovene and Austrian Workers. Naše gospodarstvo/Our economy. 2017; 63 (1):27-37.

Chicago/Turabian Style

Paul Jiménez; Borut Milfelner; Simona Šarotar Žižek; Anita Dunkl; Anita Bregenzer; Paulino Jimenez. 2017. "Moderating Effects between Job Insecurity and Intention to Quit in Samples of Slovene and Austrian Workers." Naše gospodarstvo/Our economy 63, no. 1: 27-37.

Journal article
Published: 01 June 2016 in Naše gospodarstvo/Our economy
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This study aims to investigate the relationship between spiritual intelligence and work satisfaction among both leaders and employees. Most studies in this area have focused on researching the relationship between employees’ spiritual intelligence and work satisfaction, so we also researched the relationship between leaders’ spiritual intelligence and work satisfaction. Our leading thesis was that leaders and employees with a higher level of spiritual intelligence have a higher level of work satisfaction. In our study, we found no significant relationship between spiritual intelligence and work satisfaction for leaders, but we found a significant positive relationship between spiritual intelligence and workplace satisfaction for employees.

ACS Style

Maja Koražija; Simona Šarotar Žižek; Damijan Mumel. The Relationship between Spiritual Intelligence and Work Satisfaction among Leaders and Employees. Naše gospodarstvo/Our economy 2016, 62, 51 -60.

AMA Style

Maja Koražija, Simona Šarotar Žižek, Damijan Mumel. The Relationship between Spiritual Intelligence and Work Satisfaction among Leaders and Employees. Naše gospodarstvo/Our economy. 2016; 62 (2):51-60.

Chicago/Turabian Style

Maja Koražija; Simona Šarotar Žižek; Damijan Mumel. 2016. "The Relationship between Spiritual Intelligence and Work Satisfaction among Leaders and Employees." Naše gospodarstvo/Our economy 62, no. 2: 51-60.