In order not to lose continuity in education during COVID-19, universities mainly found the solution in Emergency remote teaching. Student satisfaction with online learning experience is one of the measures of the excellence of learning practice. Our goal was to test the hypothesis that the predictors of students’ satisfaction with emergency remote online learning are their prior experience, attitude toward online learning, their motivation, aspects of the learning situation they value (expectations), and their digital competencies. For estimating students’ satisfaction, a survey was created and disseminated, resulting with 547 responses from students of engineering education. Results showed that all students had some experience with online learning platforms and MS Teams. Attitude toward online learning in this situation was neutral, as well as the level of motivation. Their expectations were relatively high in comparison to their satisfaction with all relevant aspects of the online learning situation, while their digital competency was rather perceived as advanced. Our results showed that the prediction of the emergency remote online learning satisfaction for engineering students can be achieved based on previous positive experience with learning platform, motivation for learning in a specific situation, the importance they put to the learning achievement, and their level of digital competency.

A myriad of diverse factors affect the contemporary business environment and all business areas, causing organisations to innovate new business models, or to use innovations to navigate the complexity of contemporary HRM practice successfully. Despite the plenitude of notable studies, a particular theoretical gap exists regarding the innovation’s impact on particular HRM practices and on understanding how multiple-criteria decision-making (MCDM) methods can be effectively applied in the context of human resource management (HRM) to address important aspects of successful practices and prioritise the considered alternative solutions. Recognising the potential of the MCDM field highlighted the possibility of involving the MCDM methods in detecting the most influential and innovative HRM practices and defining the rank of companies that are most successful in applying them. The innovative MCDM approach proposed here utilises the CRITIC (CRiteria Importance Through Intercriteria Correlation) method and PIPRECIA-S (Simple PIvot Pairwise RElative Criteria Importance Assessment) method for prioritising innovative HRM practices, and the COBRA (COmprehensive Distance Based RAnking) method for assessing the companies under evaluation. The research, which involved 21 respondent experts from the HRM field and 12 companies from the Republic of Serbia, revealed that employee participation is the most significant innovative HRM practice that yields the best results in the contemporary business environment. Consequently, the first-ranked company most successfully met the requirements of the innovative HRM practices presented.

Today’s organizations are highly responsive to external changes, which they also demand from their employees. All employees need competencies to respond to Industry 4.0, the green business economy, and post-COVID-19 work circumstances and to manage sustainable careers. One way of doing so is to take active part in reskilling projects and be ready for a career shift, which we believe can be foreseen in people’s devotion to sustainable careers and can ensure the sustainability of the whole reskilling project. With the presumption that the concept of sustainable careers can be captured in terms of the concept of readiness for a career shift, this study aims to explore the potential of the scale of readiness for career shifts to predict participants’ success in reskilling projects (in the context of IT professions). The research was conducted on 336 candidates who applied for Java and PHP programming positions and had no previous knowledge or experience in the field. The results show that the scale of readiness for career shifts has acceptable metric characteristics, and canonical discriminant analysis confirmed that the overall score can be used to predict outcomes in the reskilling project, while predictions based on single indicators were rather ambiguous. Therefore, the scale can be used as a tool in the process of selecting reskilling candidates (at least in professional transitions in the domain of IT), but further research on the topic might shed more light on the concept.

The global rise in intentional non-adherence to medical advice and the use of traditional, complementary, and alternative medicine poses a burden on public health and national economies. In a large-scale, preregistered study, we found that these two types of questionable health behaviours were positively associated in 32 out of 33 countries and that nearly all of the 15,218 participants had engaged in at least one such behaviour during their lifetime. Both behaviours were consistently predicted by psychological factors—especially negative healthcare experiences and a set of epistemically flawed beliefs including conspiracy, magical health, and extrasensory perception beliefs, along with the personality trait disintegration — with effect sizes often larger than previously reported. Predictiveness of these individual-level factors outweighed that of national health system characteristics. Our findings suggest that health systems should build trust, improve patient experience, and screen for individuals vulnerable to unfounded beliefs that can undermine evidence-based health decisions.

The possibility to prevent employees` turnover intentions are important issue for organizations but it is not easy without identifying risk factors. HR analytic methods are seen as the valuable tools for extracting and weighting predictors of employees` withdrawal behavior. This paper ilustrates the potential of analytic hierarchy process method for identifying key predictors of voluntary turnover intentions. The analysis is conducted on 665 production employees using five criteria: work satisfaction, work characteristics (job motivating potential), intrinsic motivation, life aspirations and needs, from the most to the least weighted. Two parementers were included, sector where employees work and their shift. Results indicate the sectors and shift employing people with highest risk of turnover demonstrating the effectivness of using AHP method for the purpose. As previous studies that uses HR analytics tools in the domain mainly operated with demographic and general employees` data, while more orthodox HR approaches focus on direct effect of job satisfaction, we offered the combination of those two. We imply that the integration of more subjective data collected directly from employee, might be integrated in the overal personnel database and available for processing with HR analytic tools.

The aim of this experimental research was to explore if the future HR managers are susceptible to the base rate neglect (BRN) bias and if the visual presentation of the base rates improves their reasoning. The BRN bias is a tendency to disregard a priori probabilities that are explicitly given for the class of observed objects. In this study, BRN is seen as the case of decision-making bias in the work-related context. Although it is inevitable part of the decision-making processes concerning employees`, the topic is not sufficiently studied. A total of 65 participants, enrolled in the master studies of HRM, were subjected to 4 different types of BRN tasks, in which five different HR activities were described. They were varied within subjects, representativeness of description, and format of base rate. Within each task there were five different situations that make 20 tasks in total. The two-way repeated-measures ANOVA revealed that the proportion of biased answers was significantly higher on the representative tasks when the tasks presented visually, with no interaction between representativeness and format of task. Results are in line with previous studies that observed an effect of BRN on decision-making process. Yet, unexpectedly, visual presentation of base rates did not facilitate unbiased reasoning implying that some other form of presentation might be more appropriate for the task.