Pfrombeck, J./Doden, W./Grote, G./Feierabend, A. (2020): A study of organizational cynicism and how it is affected by social exchange relationships at work, in: Journal of Occupational and Organizational Psychology, 93, 3, 578–604. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Peng, J./Li, M./Wang, Z./Lin, Y. (2021): Transformational leadership and employees’ reactions to organizational change: Evidence from a Meta-Analysis, in: The Journal of Applied Behavioral Science, 57, 3, 369–397. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Paul, H./Budhwar, P./Bamel, U. (2020): Linking resilience and organizational commitment: does happiness matter?, in: Journal of Organizational Effectiveness: People and Performance, 7, 1, 21–37. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Patra, S./Singh, V. P. (2012): The challenge of retaining employees: Employee engagement, reducing cynicism and determinants of employee retention, in: Global Journal of Arts & Management, 2, 1, 53–60. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Paillé, P./Bourdeau, L./Galois, I. (2010): Support, trust, satisfaction, intent to leave and citizenship at organizational level: A social exchange approach, in: International Journal of Organizational Analysis, 18, 1, 41–58. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Naus, A. J. A. M. (2007): Organizational cynicism: On the nature, antecedents, and consequences of employee cynicism toward the employing organization. Dissertation, Maastricht University. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Nafei, W. A./Kaifi, B. A. (2013): The impact of organizational cynicism on organizational commitment: an applied study on teaching hospitals in Egypt, in: European Journal of Business Management, 5, 12, 131–147. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Munir, Y./Ghafoor, M. M./Rasli, A. M. (2016): Exploring the relationship of horizontal violence, organizational cynicism and turnover intention in the context of Social exchange theory, in: International Journal of Human Rights in Healthcare, 9, 4, 254–266. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Rafiee, N./Bahrami, M. A./Entezarian, S. (2015): Demographic determinants of organizational commitment of health managers in Yazd Province, in: International Journal of Management, Accounting and Economics, 2, 1, 91–100. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Mousa, M. (2017): Organizational cynicism and organizational commitment in Egyptian public primary education: when spring yields black flowers, in: Management Research and Practice, 9, 3, 13–29. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Moon, K. (2017): Voluntary turnover rates and organizational performance in the US Federal Government: the moderating role of high-commitment human resource practices, in: Public Management Review, 19, 10, 1480–1499. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Meng, H./Luo, Y./Huang, L./Wen, J./Ma, J./Xi, J. (2019): On the relationships of resilience with organizational commitment and burnout: a social exchange perspective, in: The International Journal of Human Resource Management, 30, 15, 2231–2250. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Mehta, A. (2016): Social exchange at work: impact on employees’ emotional, intentional, and behavioral outcomes under continuous change, in: Journal of Organizational Psychology, 16, 1, 43–56. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Mehad, A./Iranpour, M. (2014): Relationship between religious beliefs, workplace happiness and organizational commitment, in: International Journal of Scientific Management and Development, 2, 10, 562–568. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Lorinkova, N. M./Perry, S. J. (2017): When is empowerment effective? The role of leader-leader exchange in empowering leadership, cynicism, and time theft, in: Journal of Management, 43, 5, 1631–1654. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Lapointe, E./Vandenberghe, C./Fan, S.X. (2020): Psychological contract breach and organizational cynicism and commitment among self-initiated expatriates vs. host country nationals in the Chinese and Malaysian transnational education sector, in: Asia Pacific Journal of Management, 39, 1, 319–342. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Kumasey, A. S./Hossain, F. (2020): Exploring the unfathomable causes of dysfunctional behaviours in the Ghanaian public service: Perspectives of social capital agency theories, in: International Journal of Public Sector Management, 33, 5, 579–594. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Stavrova, O./Ehlebracht, D. (2019): The Cynical genius illusion: exploring and debunking lay beliefs about cynicism and competence, in: Personality and Social Psychology Bulletin, 45, 2, 254–269. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Yusuf, M./Budiyanto, B./Agustedi, A./Fitrio, T. (2022): The role of organizational support in moderating the effect of competence and organizational commitment on management performance, in: Management Science Letters, 12, 3, 145–152. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Wu, F./Ren, Z./Wang, Q./He, M./Xiong, W./Ma, G./Fan, X./Guo, X./Liu, H./Zhang, X. (2021): The relationship between job stress and job burnout: the mediating effects of perceived social support and job satisfaction, in: Psychology, Health & Medicine, 26, 2, 204–211. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
West, B./Hillenbrand, C./Money, K./Ghobadian, A./Ireland, R. D. (2016): Exploring the impact of social axioms on firm reputation: A stakeholder perspective, in: British Journal of Management, 27, 2, 249–270. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Taba, M. I. (2018): Mediating effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction, in: Journal of Management Development, 37, 1, 65–75. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Steinerowska, S. (2015): Organizational commitment as a determinant of increase efficiency of work teams, in: Studia Ekonomiczne. Zeszyty Naukowe Uniwersytetu Ekonomicznego w Katowicach, 230, 98–107 [in Polish]. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Kras, K. R./Dmello, J. R./Meyer, K. S./Butterfield, A. E./Rudes, D. S. (2019): Attitudes toward punishment, organizational commitment, and cynicism: a multilevel analysis of staff responses in a Juvenile Justice Agency, in: Criminal Justice and Behavior, 46, 3, 475–491. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Stavrova, O./Ehlebracht, D. (2016): Cynical beliefs about human nature and income: Longitudinal and cross-cultural analyses, in: Journal of Personality and Social Psychology, 110, 1, 116–132. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Sevgi, B./Hüseyin, A. (2014): Determining the relationship between the attitudes of organizational cynicism and commitment of the employees in hospitality businesses, in: AİBÜ Sosyal Bilimler Enstitüsü Dergisi, 14, 2, 133–157. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Sauadagar, T./Khalid, N./Fatima, T. (2018): Narcissistic leadership and resistance to change: Mediating role of cynicism, in: Bahria University Journal of Management & Technology, 2, 1, 27–39. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Sabar/Sukoco, B. M./Snell, R. S./Susanto, E./Teofilus/Widianto, S./Nasution, R. A./Fauzi, A. M. (2022): The role of cynicism in follower championing behavior: the moderating effect of empowering leadership, in: Leadership & Organization Development Journal, 43, 5, 669–688. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Rubin, S. R./Dierdoff, E. C./Bommer, W./Baldwin, T. (2009): Do leaders reap what they sow? Leader and employee outcomes of leader organizational cynicism about change, in: Leadership Quarterly, 20, 5, 680–688. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Rodríguez-Fernández, M./Herrera, J./de las Heras-Rosas, C. (2021): Model of organizational commitment applied to health management systems, in: International Journal of Environmental Research and Public Health, 18, 9, 4496. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Rakowska, A./Valdes-Conca, J./de Juana-Espinosa, S. (2015): Affecting factors of public employees’ organizational commitment, in: International Journal of Synergy and Research, 3, 5–26. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Godoń, R./Jucevičienė, P./Kodelja, Z. (2004): Philosophy of education in post-Soviet societies of Eastern Europe: Poland, Lithuania and Slovenia, in: Comparative Education, 40, 4, 559–569. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Gkorezis, P./Georgiou, L./Theodorou, M. (2018): High-performance work practices and nurses’ intention to leave: the mediating role of organizational cynicism and the moderating role of human resource management-related educational background, in: International Journal of Human Resource Management, 29, 3, 465–484. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Ganzach, Y./Pazy, A./Ohayun, Y./Brainin, E. (2002): Social exchange and organizational commitment: decision‐making training for job choice as an alternative to the realistic job preview, in: Personnel Psychology, 55, 3, 613–637. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Eliyana, A./Ma’arif, S. (2019): Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance, in: European Research on Management and Business Economics, 25, 3, 144–150. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Eisinga, R./Teelken, C./Doorewaard, H. (2010): Assessing cross-national invariance of the Three-component model of organizational commitment: A six-country study of European university faculty, in: Cross-Cultural Research, 44, 4, 341–373. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Durrah, O./Chaudhary, M./Gharib, M. (2019): Organizational cynicism and its impact on organizational pride in industrial organizations, in: International Journal of Environmental Research and Public Health, 16, 1203. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Dimgba, C. M./Ikon, M. A./Onwuchekwa, F. C. (2022): Organizational cynicism and employee performance of logistics companies in Southwest Nigeria, in: European Journal of Business and Innovation Research, 10, 1, 18–33. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Goodman, J. M./Corser, G. C./Hartman, N. (2021): Why commit when the future is bright? The interactive effects of future time perspective and organizational cynicism, in: Studia Universitatis Babes-Bolyai, 66, 1, 1–12. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Dasborough, M. T./Ashkanasy, N. M./Tee, E. Y./Herman, H. M. (2009): What goes around comes around: How meso-level negative emotional contagion can ultimately determine organizational attitudes toward leaders, in: The Leadership Quarterly, 20, 4, 571–585. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Chudzicka-Czupała, A./Grabowski, D./Adamek, D. (2017): Who is behaving cynically at work? Work engagement, organizational commitment and work ethic, and their relationship with organizational cynicism, in: Zarządzanie Zasobami Ludzkimi, 1, 69–86 [in Polish]. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Chiaburu, D. S./Peng, A. C./Oh, I./Banks, G. C./Lomeli, L. C. (2013): Antecedents and consequences of employee organizational cynicism: a meta-analysis, in: Journal of Vocational Behavior, 83, 2, 181–197. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Byrne, Z. S./Hochwarter, W. A. (2008): Perceived organizational support and performance: Relationships across levels of organizational cynicism, in: Journal of Managerial Psychology, 23, 1, 54–72. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Boon, J./Wynen, J./Kleizen, B. (2020): What happens when the going gets tough? Linking change scepticism, organizational identification, and turnover intentions, in: Public Management Review, 23, 7, 1056–1080. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Kliestikova, J./Janoskova, K. (2017): Branding with understanding: How national profile of consumer influences brand value perception, in: Marketing and Management of Innovations, 3, 149–157. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Kim, S./Jung, K./Noh, G./Kang, L.K. (2019): What makes employees cynical in public organizations? Antecedents of organizational cynicism, in: Social Behavior and Personality, 7, 6, 1–10. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Khalid, K. (2020): Organizational cynicism and employee performance: the moderating effect of occupational self-efficacy in Pakistan, in: International Transaction Journal of Engineering Management & Applied Sciences & Technologies, 11, 2, 1–17. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Kesumawatie, M. I./Sumaryono, R./Herdijanto, T. (2021): Impact of locus control and the work environment on employee performance with self-efficiency as a mediation in paper companies in East Java, in: Ilomata International Journal of Management, 2, 2, 82–92. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Kaufmann, W./Borry, E. L./DeHart-Davis, L. (2022): Can effective organizational rules keep employees from leaving? A study of green tape and turnover intention, in: Public Management Review, 1–22. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Juchnowicz, M./Gruževskis, B./Kinowska, H. (2021): Does consistency of pay levels, knowledge of principles and perception of the superior affect the assessment of remuneration justice?–Evidence from Poland and Lithuania, in: JEEMS Journal of East European Management Studies, 26, 3, 521–544. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Jehanzeb, K./Mohanty, J. (2018): Impact of employee development on job satisfaction and organizational commitment: person-organization fit as moderator, in: International Journal of Training and Development, 22, 3, 171–191. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Hussain, S./Shahzad, K. (2022): Unpacking perceived organizational justice-organizational cynicism relationship: Moderating role of psychological capital, in: Asia Pacific Management Review, 27, 1, 10–17. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Huang, Y. H./Lee, J./McFadden, A. C./Murphy, L. A./Robertson, M. M./Cheung, J. H./Zohar, D. (2016): Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework, in: Applied Ergonomics, 55, 248–257. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Herda, D. N./Lavelle, J. J. (2021): How and why auditors’ social exchange relationships with their firm, colleagues, and clients influence their attitudes and behaviors: Implications for audit quality, in: Business Horizons, 65, 3, 245–249. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Hennicks, E./Heyns, M. M./Rothmann, S. (2022): Social well-being, job satisfaction, organisational citizenship behaviour and intentions to leave in a utility organisation, in: SA Journal of Industrial Psychology, 48, 1, 1–11. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Han, J./Woo, H./Ju, E./Lim, S./Han, S. (2013): Effects of nurses’ social capital on turnover intention: focused on the mediating effects organizational commitment and organizational cynicism, in: Journal of Korean Academy of Nursing, 43, 4, pp. 517–525. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Agency for Statistics of Bosnia and Herzegovina (2019): Demography and social statistics, Retrieved from: http://www.bhas.gov.ba/data/Publikacije/Saopstenja/2020/LAB_02_2019_11_0_HR.pdf Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Aurand, T./Gorchels, L./Bishop, T. (2005): Human resource management’s role in internal branding: an opportunity for cross-functional brand message synergy, in: Journal of Product & Brand Management, 14, 3, 163–169. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Azizi, S./Ghytasivand, F./Fakharmanesh, S. (2012): Impact of brand orientation, internal marketing and job satisfaction on the internal brand equity: the case of Iranian’s food and pharmaceutical companies, in: International Review of Management and Marketing, 2, 2, 122–129. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Dechawatanapaisal, D. (2018): Examining the relationships between HR practices, organizational job embeddedness, job satisfaction, and quit intention: evidence from Thai accountants, in: Asia-Pacific Journal of Business Administration, 10, 2/3, 130–148. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Dechawatanapaisal, D. (2019): Internal branding and employees’ brand outcomes: do generational differences and organizational tenure matter?, in: Industrial and Commercial Training, 51, 4, 209–227. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Dhanpat, N./Modau, F.D./Lugisani, P./Mabojane, R./Phiri, M. (2018): Exploring employee retention and intention to leave within a call center, in: SA Journal of Human Resource Management, 16. doi: 10.4102/sajhrm.v16i0.905 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Dhiman, P./Arora, S. (2020): A conceptual framework for identifying key employee branding dimensions: A study of hospitality industry, in: Journal of Innovation & Knowledge, 5, 3, 200–209. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Du Preez, R./Bendixen, M.T. (2015): The impact of internal brand management on employee job satisfaction, brand commitment and intention to stay, in: International Journal of Bank Marketing, 33, 1, 78–9. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
European Commission (2019): 2019 SBA fact sheet Bosnia and Herzegovina, Retrieved from: https://ec.europa.eu/neighbourhood-enlargement/sites/near/files/sba-fs-2019_bosniaandherzegovina.pdf Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Halliday, S.V./Kuenzel, S. (2008): Brand Identification: A theory-based construct for conceptualizing links between corporate branding, identity and communications, in: Melewar, T.C./Karaosmanoğlu, E. (eds.): Contemporary Thoughts on Corporate Branding and Corporate Identity Management, Hampshire: Springer, 91–114. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Hartnell, C., Ou, A. & Kinicki, A. (2011): Organizational culture and organizational effectiveness: a meta-analytic investigation of the competing values framework’s theoretical suppositions, in: Journal of Applied Psychology, 96, 4, 677–694. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Haskić, M. (2018): Može li se zaustaviti ezgodus radne snage iz BiH [Can the exodus of B&H labor be stopped?], Retrieved fromhttp://business-magazine.ba/2018/12/29/moze-li-se-zaustaviti-egzodus-radne-snage-iz-bih/ Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Lee, Y.K./Kim, S./Kim, S.Y. (2014): The impact of internal branding on employee engagement and outcome variables in the hotel industry, in: Asia Pacific Journal of Tourism Research, 19, 12, 1359–1380. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Ljubas, Z. (2019, June 10): BiH – zemlja koja gubi mladost? [B&H – a country which is losing young people?]. Deutsche Welle, Retrieved from: https://www.dw.com/bs/bih-zemlja-koja-gubi-mladost/a-49118293 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Mamula, T./Nećak, M. (2019): Employer branding as an hr tool for talent management – case study Serbian Y generation, at: 1st Virtual International Conference Path to a Knowledge Society – Managing risks and innovation, Niš, Serbia. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Matanda, M./Ndubisi, N. (2013): Internal marketing, internal branding, and organizational outcomes: The moderating role of perceived goal congruence, in: Journal of Marketing Management, 29, 9/10, 1030–1055. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Matongolo, A./Kasekende, F./Mafabi, S. (2018): Employer branding and talent retention: perceptions of employees in higher education institutions in Uganda, in: Industrial and Commercial Training, 50, 5, 217–233. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
O’Reilly, C.A./Chatman, J./Caldwell, D.F. (1991): People and organizational culture: a profile comparison approach to assessing person-organization fit, in: The Academy of Management Journal, 34, 3, 487–516. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
O'Callaghan, E./Murray, J. (2017): Internal brand identification as metamorphic glue in the internal branding process within a retailer network, in: The International Review of Retail, Distribution and Consumer Research, 27, 5, 533–551. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Papasolomou, I./Vrontis, D. (2006): Building corporate branding through internal marketing: the case of the UK retail bank industry, in: Journal of Product & Brand Management, 15, 1, 37–47. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Pappu, R./Quester, P.G./Cooksey, R.W. (2005): Consumer-based brand equity: Improving the measurement – empirical evidence, in: The Journal of Product and Brand Management, 14, 2/3, 143–154. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Pavlović, G./Slavković, M. (2018): The preliminary research of employer’s brand development at enterprises in Serbia, at: International scientific conference ebm 2018 – Contemporary issues in economics, business and management, Kragujevac, Serbia. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Pierre, X./Tremblay, D.G. (2011): Levels of involvement and retention of agents in call centres: improving well-being of employees for the better socioeconomic performance, in: Journal of Management Policy & Practice, 12, 5, 53–71. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Soleimani, M./Dana, L.P./Salamzadeh, A./Bouzari, P./Ebrahimi, P. (2022): The effect of internal branding on organisational financial performance and brand loyalty: mediating role of psychological empowerment, in: Journal of Asian Business and Economic Studies, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/JABES-08-2021-0122 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Terglav, K./Konecnik, M./Kase, R. (2016): Internal branding process: exploring the role of mediators in top management’s leadership-commitment relationship, in: International Journal of Hospitality Management, 54, 1–11. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Turčilo, L./Osmić, A./Kapidžić, D./Šadić, S./Žiga, J./Dudić, A. (2019): Studija o mladima u Bosni i Herzegovini [Study about the youth in Bosnia and Herzegovina]. Bosnia: Friedrich-Ebert-Stiftung. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Veloutsou, C.A./Panigyrakis, G.G. (2004): Consumer brand managers' job stress, job satisfaction, perceived performance and intention to leave, in: Journal of Marketing Management, 20, 1–2, 105–131. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Vlastelica, T./Cicvaric Kostic, S./Okanovic, M./Milosavljevic, M. (2018): How corporate social responsibility affects corporate reputation: evidence from an emerging market, in: Journal of East European Management Studies, 23, 1, 10–29. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-583
Allen, T.D./Golden, T.D./Shockley, K.M. (2015): How effective is telecommuting? Assessing the status of our scientific findings, in: Psychological science in the public interest, 16, 2, 40–68. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Allen, N.J./Meyer, J.P. (1990): The measurement and antecedents of affective, continuance and normative commitment to the organization, in: Journal of occupational psychology 63, 1, 1–18. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Bagdžiūnienė, D./ Urbanavičiūtė, I./Lazauskaitė-Zabielskė, J. (2013): Pilietiškas darbuotojų elgesys organizacijoje: kai kurios lietuviškojo klausimyno psichometrinės charakteristikos, in: Psichologija, 47, 7–23. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Bailey, D.E./Kurland, N.B. (2002): A review of telework research: Findings, new directions, and lessons for the study of modern work, in: Journal of Organisational Behavior: The International Journal of Industrial, Occupational and Organisational Psychology and Behavior, 23, 4, 383–400. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Bakker, A.B./Demerouti, E./Sanz-Vergel, A.I. (2014): Burnout and work engagement : the JD-R approach, in: Annual Review of Organisational Psychology and Organisational Behavior, 1, 1, 389–411. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Beauregard, T.A./Basile, K.A./Canónico, E. (2019): Telework: outcomes and facilitators for employees, in: Landers, R.N. (ed.) The Cambridge Handbook of Technology and Employee Behavior. Cambridge, UK: Cambridge University Press, 511–543. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Biron, M./van Veldhoven, M.J.P.M. (2016): When control becomes a liability rather than an asset: Comparing home and office days among part-time teleworkers, in: Journal of Organisational Behavior, 37, 8, 1317–1337. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Çetin, F. (2011): The effects of the organisational psychological capital on the attitudes of commitment and satisfaction: A public sample in Turkey, in: European Journal of Social Sciences, 21, 3, 373–380. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Fay, M.J./Kline, S.L. (2012): The influence of informal communication on organisational identification and commitment in the context of high-intensity telecommuting, in: Southern Communication Journal, 77, 1, 61–76. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Fonner, K.L./Roloff, M.E. (2010): Why teleworkers are more satisfied with their jobs than are office-based workers: When less contact is beneficial, in: Journal of Applied Communication Research, 38, 4, 336–361. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Gajendran, R.S./Harrison, D.A. (2007): The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences, in: Journal of Applied Psychology, 92, 1524–1541. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Gajendran, R.S./Harrison, D.A./Delaney‐Klinger, K. (2015): Are telecommuters remotely good citizens? Unpacking telecommuting's effects on performance via i‐deals and job resources, in: Personnel Psychology, 68, 2, 353–393. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Golden, T.D. (2006): Avoiding depletion in virtual work: telework and the intervening impact of work exhaustion on commitment and turnover intentions, in: Journal of vocational behavior, 69, 1, 176–187. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Golden, T.D./Veiga, J.F./Dino, R.N. (2008): The impact of professional isolation on teleworker job performance and turnover intentions: does time spent teleworking, interacting face-to-face, or having access to communication-enhancing technology matter? in: Journal of Applied Psychology, 93, 6, 1412–1421. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Hill, E.J./Erickson, J.J./Holmes, E.K./Ferris, M. (2010): Workplace flexibility, work hours, and work-life conflict: finding an extra day or two, in: Journal of Family Psychology, 24, 3, 349–358. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Hirschfeld, R.R./Feild, H.S. (2000): Work centrality and work alienation: Distinct aspects of a general commitment to work, in: Journal of Organisational Behavior: The International Journal of Industrial, Occupational and Organisational Psychology and Behavior, 21, 7, 789–800). Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Hoornweg, N./Peters, P./Van der Heijden, B. (2016): Finding the optimal mix between telework and office hours to enhance employee productivity: a study into the relationship between telework intensity and individual productivity, with mediation of intrinsic motivation and moderation of office hours, in: New Ways of Working Practices (Advanced Series in Management, 16, Emerald Group Publishing Limited, Bingley, 1–28. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Hunton, J./Norman, C. (2010): The impact of alternative telework arrangements on organisational commitment: Insights from a longitudinal field experiment, in: The Journal of Information Systems, 24, 1, 67 – 90. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Khan, T.I./Jam, F.A./Akbar, A./Khan, M.B./Hijazi, S.T. (2011): Job involvement as predictor of employee commitment: Evidence from Pakistan, in: International Journal of Business and Management, 6, 4, 252–262. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Kramer, A./Kramer, K.Z. (2020): The potential impact of the Covid-19 pandemic on occupational status, work from home, and occupational mobility, in: Journal of Vocational Behavior, 119: 103442. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Kuruzovich, J./Golden, T.D./Goodarzi, S./Venkatesh, V. (2021): Telecommuting and job outcomes: A moderated mediation model of system use, software quality, and social Exchange, in: Information & Management, 58, 3: 103431. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Luceño-Moreno, L./Talavera-Velasco, B./García-Albuerne, Y./Martín-García, J. (2020): Symptoms of posttraumatic stress, anxiety, depression, levels of resilience and burnout in Spanish health personnel during the COVID-19 pandemic, in: International journal of environmental research and public health, 17, 15, 5514. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Ozutku, H./Altindis, S. (2013): The relations between work intensity and work-family conflict in collectivist culture: Evidence from Turkish health care professionals, in: Journal of Health Management, 15, 3, 361–382. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Palumbo, R. (2020): Let me go to the office! An investigation into the side effects of working from home on work-life balance, in: International Journal of Public Sector Management, 33, 6/7, 771–790. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Perez Perez, M./Martinez – Sanchez, A./ Pilar de Luis Carnicer, M. (2003): The organizational implications of human resources managers’ perception of teleworking, in: Personnel Review, 32, 6, 733–755. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Preacher, K.J./Hayes, A.F. (2008): Contemporary approaches to assessing mediation in communication research, in: Hayes, A.F./ Slater, M.D./ Snyder, L.B. (Eds.), The Sage sourcebook of advanced data analysis methods for communication research, 13–54. Thousand Oaks, CA: Sage. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Raghuram, S./Wiesenfeld, B./Garud, R. (2003): Technology enabled work: The role of self-efficacy in determining telecommuter adjustment and structuring behavior, in: Journal of Vocational Behavior, 63, 2, 180–198. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Restauri, N./Sheridan, A.D. (2020): Burnout and posttraumatic stress disorder in the coronavirus disease 2019 (COVID-19) pandemic: intersection, impact, and interventions, in: Journal of the American College of Radiology, 17, 7, 921–926. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Suliman, A./Iles, P. (2000): Is continuance commitment beneficial to organizations? Commitment-performance relationship: a new look, in: Journal of Managerial Psychology, 15, 5, 407–422. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Tavares, F./Santos, E./Diogo, A./Ratten, V. (2020): Teleworking in portuguese communities during the COVID-19 pandemic, in: Journal of Enterprising Communities: People and Places in the Global Economy, ahead-of-print. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Vaziri, H./Casper, W.J./Wayne, J.H./Matthews, R.A. (2020): Changes to the work–family interface during the COVID-19 pandemic: Examining predictors and implications using latent transition analysis, in: Journal of Applied Psychology, 10, 1073–1081. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Wang, X./Liao, J./ Xia, D./Chang, T. (2011): The impact of organizational justice on work performance: Mediating effects of organizational commitment and leader‐member exchange, in: International Journal of manpower, 31, 6, 660- 677. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-606
Arnoux-Nicolas, C./ Sovet, L./ Lhotellier, L./ Di Fabio, A./ Bernaud, J.-L. (2016). Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work. Frontiers in Psychology, 7. https://doi.org/10.3389/fpsyg.2016.00704 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Bailey, C./ Lips-Wiersma, M./ Madden, A./ Yeoman, R./ Thompson, M./ Chalofsky, N. (2019). The Five Paradoxes of Meaningful Work: Introduction to the special Issue ‘Meaningful Work: Prospects for the 21st Century.’ Journal of Management Studies, 56(3), 481–499. https://doi.org/10.1111/joms.12422 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Bartczak, M., / Szymankowska, A. (2019). Reasons for the resignation of young people from employment. Turystyka i Rozwój Regionalny, 63(9), 5–14. https://doi.org/10.22630/TIRR.2019.12.13 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Benschop, N./ Nuijten, A. L. P./ Keil, M./ Rohde, K. I. M./ Lee, J. S./ Commandeur, H. R. (2021). Construal level theory and escalation of commitment. Theory and Decision, 91(1), 135–151. https://doi.org/10.1007/s11238-020-09794-w Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Bolt, E./ Winterton, J./ Cafferkey, K. (2022). A Century of Labour Turnover Research: A Systematic Literature Review. International Journal of Management Reviews. https://doi.org/10.1111/ijmr.12294 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Botezat, E./ Fotea, S. L./ Marici, M./ Fotea, I. S. (2020). Fostering the Mediating Role of the Feeling of Belonging to an Organization Among Romanian Members of Generation Z. Studia Universitatis „Vasile Goldis” Arad – Economics Series, 30(4), 69–91. https://doi.org/10.2478/sues-2020-0025 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Brennan, J./ Blaskó, Z./ Little, B./ Woodley, A. (2002). UK graduates and the impact of work experience (p. 42). Centre for Higher Education Research and Information (CHERI). https://dera.ioe.ac.uk/5171/1/rd17_02.pdf Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Broadbridge, A. M./ Maxwell, G. A./ Ogden, S. M. (2007). Students’ views of retail employment – key findings from Generation Ys. International Journal of Retail/Distribution Management, 35(12), 982–992. https://doi.org/10.1108/09590550710835210 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Brown, D./ Cinamon, R. G. (2016). Personality traits’ effects on self-efficacy and outcome expectations for high school major choice. International Journal for Educational and Vocational Guidance, 16, 343–361. https://doi.org/10.1007/s10775-015-9316-4 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Brown, E./ Thomas, N. J./ Bosselman, R. H. (2015). Are they leaving or staying: A qualitative analysis of turnover issues for Generation Y hospitality employees with a hospitality education. International Journal of Hospitality Management, 46, 130–137. https://doi.org/10.1016/j.ijhm.2015.01.011 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Buzzetto-Hollywood, N. A./ Alade, A. J. (2018). An Examination of Gen Z Learners Attending a Minority University. Interdisciplinary Journal of E-Skills and Lifelong Learning, 14, 41–53. https://doi.org/10.28945/3969 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Campbell, S. M./ Twenge, J. M./ Campbell, W. K. (2017). Fuzzy But Useful Constructs: Making Sense of the Differences Between Generations. Work, Aging and Retirement, 3(2), 130–139. https://doi.org/10.1093/workar/wax001 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Canning, E. A./ Murphy, M. C./ Emerson, K. T. U./ Chatman, J. A./ Dweck, C. S./ Kray, L. J. (2020). Cultures of Genius at Work: Organizational Mindsets Predict Cultural Norms, Trust, and Commitment. Personality/Social Psychology Bulletin, 46(4), 626–642. https://doi.org/10.1177/0146167219872473 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Castle, N. G./ Engberg, J./ Anderson, R./ Men, A. (2007). Job satisfaction of nurse aides in nursing homes: Intent to leave and turnover. The Gerontologist, 47(2), 193–204. https://doi.org/10.1093/geront/47.2.193 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Cennamo, L./ Gardner, D. (2008). Generational differences in work values, outcomes and person‐organisation values fit. Journal of Managerial Psychology, 23(8), 891–906. https://doi.org/10.1108/02683940810904385 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Chicca, J./ Shellenbarger, T. (2018). Generation Z: Approaches and Teaching–Learning Practices for Nursing Professional Development Practitioners. Journal for Nurses in Professional Development, 34(5), 250–256. https://doi.org/10.1097/NND.0000000000000478 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Chillakuri, B./ Mahanandia, R. (2018). Generation Z entering the workforce: The need for sustainable strategies in maximizing their talent. Human Resource Management International Digest, 26(4), 34–38. https://doi.org/10.1108/HRMID-01-2018-0006 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Chivu, L./ Georgescu, G./ Bratiloveanu, A./ Bancescu, I. (2020). Under Pressure: Romania`s Labour Market Review. Landmarks of Labour Shortages. In Working Papers of National Institute of Economic Research (No. 200325). https://ideas.repec.org/p/ror/wpince/200325.html Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Cogin, J. (2012). Are generational differences in work values fact or fiction? Multi-country evidence and implications. The International Journal of Human Resource Management, 23(11), 2268–2294. https://doi.org/10.1080/09585192.2011.610967 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Creed, D./ Saporta, I. (2003). Unmet expectations: The effect of status inconsistency on quitting and internal job changing. Research in Social Stratification and Mobility, 20, 285–323. https://doi.org/10.1016/S0276-5624(03)20007-X Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
David, D./ Dobrean, A./ Păsărelu, C./ Matu, S.A./ Comşa, M. (2015). The national psychological/intelligence profile of Romanians: An in depth analysis of the regional national intelligence profile of Romanians. Erdélyi Pszichológiai Szemle, 16(2), 123–139. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
De Hauw, S./ De Vos, A. (2010). Millennials’ career perspective and psychological contract expectations: Does the recession lead to lowered expectations? Journal of Business and Psychology, 25, 293–302. https://doi.org/10.1007/s10869-010-9162-9 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Dodescu, A.O./ Botezat, E.-A./ Constăngioară, A./ Pop-Cohuţ, I.-C. (2021). A Partial Least-Square Mediation Analysis of the Contribution of Cross-Campus Entrepreneurship Education to Students’ Entrepreneurial Intentions. Sustainability, 13(16), Article 16. https://doi.org/10.3390/su13168697 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Dries, N./ Pepermans, R./ De Kerpel, E. (2008). Exploring four generations’ beliefs about career: Is “satisfied” the new “successful”? Journal of Managerial Psychology, 23(8), 907–928. https://doi.org/10.1108/02683940810904394 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Dweck, C. S./ Yeager, D. S. (2019). Mindsets: A View From Two Eras. Perspectives on Psychological Science : A Journal of the Association for Psychological Science, 14(3), 481–496. https://doi.org/10.1177/1745691618804166 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Falola, H./ Ibidunni, S./ Olokundun, M. (2014). Incentives Packages and Employees’ Attitudes to Work: A Study Of Selected Government Parastatals In Ogun State, South-West, Nigeria. International Journal of Research in Business and Social Science, 3, 2147–4478. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Fayyazi, M./ Aslani, F. (2015). The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment. International Letters of Social and Humanistic Sciences, 51, 33–41. https://doi.org/10.18052/www.scipress.com/ILSHS.51.33 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Gagné, M./ Forest, J./ Vansteenkiste, M./ Crevier-Braud, L./ van den Broeck, A./ Aspeli, A. K./ Bellerose, J./ Benabou, C./ Chemolli, E./ Güntert, S. T./ Halvari, H./ Indiyastuti, D. L./ Johnson, P. A./ Molstad, M. H./ Naudin, M./ Ndao, A./ Olafsen, A. H./ Roussel, P./ Wang, Z./ Westbye, C. (2015). The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries. European Journal of Work and Organizational Psychology, 24(2), 178–196. https://doi.org/10.1080/1359432X.2013.877892 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Garthe, N./ Hasselhorn, H. M. (2021). Leaving and staying with the employer—Changes in work, health, and work ability among older workers. International Archives of Occupational and Environmental Health, 94(1), 85–93. https://doi.org/10.1007/s00420-020-01563-0 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Glavin, P./ Schieman, S. (2010). Interpersonal context at work and the frequency, appraisal, and consequences of boundary-spanning demands. The Sociological Quarterly, 51(2), 205–225. https://doi.org/10.1111/j.1533-8525.2010.01169.x Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Goh, E./ Lee, C. (2018). A workforce to be reckoned with: The emerging pivotal Generation Z hospitality workforce. International Journal of Hospitality Management. https://doi.org/10.1016/j.ijhm.2018.01.016 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Griffeth, R. W./ Hom, P. W./ Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488. https://doi.org/10.1016/S0149-2063(00)00043-X Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Grow, J. M./ Yang, S. (2018). Generation-Z Enters the Advertising Workplace: Expectations Through a Gendered Lens. Journal of Advertising Education, 22(1), 7–22. https://doi.org/10.1177/1098048218768595 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Harris, E. G. (2005). Re-examining Salesperson Goal Orientations: Personality Influencers, Customer Orientation, and Work Satisfaction. Journal of the Academy of Marketing Science, 33(1), 19–35. https://doi.org/10.1177/0092070304267927 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Heslin, P. A./ Latham, G. P./ VandeWalle, D. (2005). The effect of implicit person theory on performance appraisals. The Journal of Applied Psychology, 90(5), 842–856. https://doi.org/10.1037/0021-9010.90.5.842 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Heslin, P. A./ VandeWalle, D. (2008). Managers’ implicit assumptions about personnel. Current Directions in Psychological Science, 17(3), 219–223. https://doi.org/10.1111/j.1467-8721.2008.00578.x Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Hoang, H. T. (2014). The Roles of Social Support and Job Meaningfulness in the Disturbing Media Exposure-Job Strain Relationship [Minnesota State University – Mankato]. https://cornerstone.lib.mnsu.edu/etds/300 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Holden, L. R./ LaMar, M./ Bauer, M. (2021). Evidence for a Cultural Mindset: Combining Process Data, Theory, and Simulation. Frontiers in Psychology, 12, 596246. https://doi.org/10.3389/fpsyg.2021.596246 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Holm, A. L./ Rowe Gorosh, M./ Brady, M./ White-Perkins, D. (2017). Recognizing Privilege and Bias: An Interactive Exercise to Expand Health Care Providers’ Personal Awareness. Academic Medicine: Journal of the Association of American Medical Colleges, 92(3), 360–364. https://doi.org/10.1097/ACM.0000000000001290 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Holtom, B. C./ Mitchell, T. R./ Lee, T. W./ Eberly, M. B. (2008). 5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future. The Academy of Management Annals, 2(1), 231–274. https://doi.org/10.1080/19416520802211552 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Hom, P. W./ Mitchell, T. R./ Lee, T. W./ Griffeth, R. W. (2012). Reviewing employee turnover: Focusing on proximal withdrawal states and an expanded criterion. Psychological Bulletin, 138(5), 831–858. https://doi.org/10.1037/a0027983 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Humphrey, S. E./ Nahrgang, J. D./ Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332–1356. https://doi.org/10.1037/0021-9010.92.5.1332 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Hurst, J. L./ Good, L. K. (2009). Generation Y and career choice: The impact of retail career perceptions, expectations and entitlement perceptions. Career Development International, 14(6), 570–593. https://doi.org/10.1108/13620430910997303 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Ivanovic, T./ Ivancevic, S. (2018). Turnover Intentions and Job Hopping among Millennials in Serbia. Management:Journal of Sustainable Business and Management Solutions in Emerging Economies, 24(1). https://doi.org/10.7595/management.fon.2018.0023 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Karren, R. J./ Barringer, M. W. (2002). A Review and Analysis of the Policy-Capturing Methodology in Organizational Research: Guidelines for Research and Practice. Organizational Research Methods, 5(4), 337–361. https://doi.org/10.1177/109442802237115 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Kossek, E. E./ Pichler, S/, Bodner, T./ Hammer, L. B. (2011). Workplace Social Support and Work–Family Conflict: A Meta-Analysis Clarifying the Influence of General and Work–Family-Specific Supervisor and Organizational Support. Personnel Psychology, 64(2), 289–313. https://doi.org/10.1111/j.1744-6570.2011.01211.x Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Kuron, L. K. J./ Lyons, S. T./ Schweitzer, L./ Ng, E. S. W. (2015). Millennials’ work values: Differences across the school to work transition. Personnel Review, 44, 991–1009. https://doi.org/10.1108/PR-01-2014-0024 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Kurtessis, J. N./ Eisenberger, R./ Ford, M. T./ Buffardi, L. C./ Stewart, K. A./ Adis, C. S. (2017). Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Kuzior, A./ Kettler, K./ Rabą, Ł. (2022). Great Resignation—Ethical, Cultural, Relational, and Personal Dimensions of Generation Y and Z Employees’ Engagement. Sustainability (Switzerland), 14(11). Scopus. https://doi.org/10.3390/su14116764 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Lee, M. C. C./ Idris, M. A./ Tuckey, M. (2019). Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention. Human Resource Development International, 22(3), 257–282. https://doi.org/10.1080/13678868.2018.1530170 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Lent, R. W./ Ireland, G. W./ Penn, L. T./ Morris, T. R./ Sappington, R. (2017). Sources of self-efficacy and outcome expectations for career exploration and decision-making: A test of the social cognitive model of career self-management. Journal of Vocational Behavior, 99, 107–117. https://doi.org/10.1016/j.jvb.2017.01.002 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Martin, C. A. (2005). From high maintenance to high productivity: What managers need to know about Generation Y. Industrial and Commercial Training, 37(1), 39–44. https://doi.org/10.1108/00197850510699965 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Mihalca, L./ Mengelkamp, C./ Brendea, G./ Metz, D. (2022). Job Attribute Preferences of Incoming University Students and Newly-Hired Employees in the Context of the Romanian Labour Market. Journal of East European Management Studies, 27(1), 3–35. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Miller, L. J./ Lu, W. (2018, August 20). Gen Z Is Set to Outnumber Millennials Within a Year. Bloomberg.Com. https://www.bloomberg.com/news/articles/2018-08-20/gen-z-to-outnumber-millennials-within-a-year-demographic-trends Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Moncada, S./ Utzet, M./ Molinero, E./ Llorens, C./ Moreno, N./ Galtés, A./ Navarro, A. (2014). The copenhagen psychosocial questionnaire II (COPSOQ II) in Spain—A tool for psychosocial risk assessment at the workplace. American Journal of Industrial Medicine, 57(1), 97–107. https://doi.org/10.1002/ajim.22238 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Moore, K./ Jones, C./ Frazier, R. S. (2017). Engineering Education For Generation Z. American Journal of Engineering Education (AJEE), 8(2), Article 2. https://doi.org/10.19030/ajee.v8i2.10067 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Morgeson, F. P./ Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91, 1321–1339. https://doi.org/10.1037/0021-9010.91.6.1321 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Morrell, D. L./ Abston, K. A. (2019). Millennial Motivation Issues Related to Compensation and Benefits: Suggestions for Improved Retention. Compensation/Benefits Review, 50(2), 107–113. https://doi.org/10.1177/0886368718822053 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Murray, K./ Toulson, P./ Legg, S. (2011). Generational cohorts expectations in the workplace: A study of New Zealanders. Asia Pacific Journal of Human Resources, 49(4), 476–493. https://doi.org/10.1177/1038411111423188 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Ng, E. S./ Lyons, S. T./ Schweitzer, L. (2017). Millennials in Canada: Young Workers in a Challenging Labour Market. In E. Parry/J. McCarthy (Eds.), The Palgrave Handbook of Age Diversity and Work (pp. 325–344). Palgrave Macmillan UK. https://doi.org/10.1057/978-1-137-46781-2_13 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Nokes, K./ Hodgkinson, G. P. (2017). Policy-Capturing: An Ingenious Technique for Exploring the Cognitive Bases of Work-Related Decisions. In R. J. Galavan, K. J. Sund,/G. P. Hodgkinson (Eds.), Methodological Challenges and Advances in Managerial and Organizational Cognition (Vol. 2, pp. 95–121). Emerald Publishing Limited. https://doi.org/10.1108/S2397-52102017005 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Ozkan, M./ Solmaz, B. (2015). The Changing Face of the Employees – Generation Z and Their Perceptions of Work (A Study Applied to University Students). Procedia Economics and Finance, 26, 476–483. https://doi.org/10.1016/S2212-5671(15)00876-X Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Pace, F./ Sciotto, G. (2021). Gender Differences in the Relationship between Work–Life Balance, Career Opportunities and General Health Perception. Sustainability, 14(1), Article 1. https://doi.org/10.3390/su14010357 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Parry, E./ Urwin, P. (2011). Generational differences in work values: A review of theory and evidence. International Journal of Management Reviews, 13, 79–96. https://doi.org/10.1111/j.1468-2370.2010.00285.x Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Peltokorpi, V./ Allen, D. G./ Froese, F. (2015). Organizational embeddedness, turnover intentions, and voluntary turnover: The moderating effects of employee demographic characteristics and value orientations. Journal of Organizational Behavior, 36(2), 292–312. https://doi.org/10.1002/job.1981 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Petry, T./ Treisch, C./ Bullinger, B. (2020). The logic of attraction: Exploring the institutional complexity of job preferences. Employee Relations: The International Journal, 42(6), 1465–1485. https://doi.org/10.1108/ER-09-2019-0373 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Rai, A./ Ghosh, P./ Chauhan, R./ Singh, R. (2018). Improving in-role and extra-role performances with rewards and recognition: Does engagement mediate the process? Management Research Review, 41(8), 902–919. https://doi.org/10.1108/MRR-12-2016-0280 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Rattan, A./ Dweck, C. S. (2018). What happens after prejudice is confronted in the workplace? How mindsets affect minorities’ and women’s outlook on future social relations. Journal of Applied Psychology, 103(6), 676–687. https://doi.org/10.1037/apl0000287 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Rattan, A./ Ozgumus, E. (2019). Embedding mindsets in context: Theoretical considerations and opportunities for studying fixed-growth lay theories in the workplace. Research in Organizational Behavior : An Annual Series of Analytical Essays and Critical Reviews, 39. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Rosso, B. D./ Dekas, K. H.,/ Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91–127. https://doi.org/10.1016/j.riob.2010.09.001 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Saunders, M. N. K./ Altinay, L./ Riordan, K. (2009). The management of post-merger cultural integration: Implications from the hotel industry. The Service Industries Journal, 29(10), 1359–1375. https://doi.org/10.1080/02642060903026213 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Schaufeli, W. B./ Taris, T. W. (2014). A Critical Review of the Job Demands-Resources Model: Implications for Improving Work and Health. In G. F. Bauer/O. Hämmig, Bridging Occupational, Organizational and Public Health (pp. 43–68). Springer Netherlands. https://doi.org/10.1007/978-94-007-5640-3_4 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Spears, J./ Zobac, S. R./ Spillane, A./ Thomas, S. (2015). Marketing Learning Communities to Generation Z: The importance of face-to-face interaction in a digitally driven world. Learning Communities Research and Practice, 3(1), 12. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Stankiewicz-Mróz, A. (2020). Perception of Work Flexibility among Students as Representatives of Generation Z and Employers from the SME Sector. Zarządzanie Zasobami Ludzkimi, 132, 49–63. https://doi.org/10.5604/01.3001.0013.8778 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Subramony, M./ Solnet, D./ Groth, M./ Yagil, D./ Hartley, N./ Beomcheol Kim, P./ Golubovskaya, M. (2018). Service work in 2050: Toward a work ecosystems perspective. Journal of Service Management, 29(5), 956–974. https://doi.org/10.1108/JOSM-05-2018-0131 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Thory, K. (2016). Developing meaningfulness at work through emotional intelligence training. International Journal of Training and Development, 20(1), 58–77. https://doi.org/10.1111/ijtd.12069 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Tolentino, L. R./ Sibunruang, H./ Garcia, P. R. J. M. (2019). The Role of Self-Monitoring and Academic Effort in Students’ Career Adaptability and Job Search Self-Efficacy. Journal of Career Assessment, 27(4), 726–740. https://doi.org/10.1177/1069072718816715 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Twenge, J. (2017). iGen: Why Today’s Super-Connected Kids Are Growing Up Less Rebellious, More Tolerant, Less Happy--and Completely Unprepared for Adulthood--and What That Means for the Rest of Us (2nd Print edition). Atria Books. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Twenge, J./ Spitzberg, B. H./ Campbell, W. K. (2019). Less in-person social interaction with peers among U.S. adolescents in the 21st century and links to loneliness. Journal of Social and Personal Relationships, 36(6), 1892–1913. https://doi.org/10.1177/0265407519836170 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Van den Broeck, A./ Van Ruysseveldt, J./ Smulders, P./ De Witte, H. (2011). Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources model. European Journal of Work and Organizational Psychology, 20, 581–609. https://doi.org/10.1080/13594321003669053 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Van Veldhoven, M./ Dorenbosch, L./ Breugelmans, A./ Van De Voorde, K. (2017). Exploring the Relationship Between Job Quality, Performance Management, and Career Initiative: A Two-Level, Two-Actor Study. SAGE Open, 7(3), 2158244017721734. https://doi.org/10.1177/2158244017721734 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Vasile, V./ Boboc, C. R./ Ghiţă, S. I./ Băncescu, I./ Săseanu, A. S. (2020). Labor force shortage analysis in Romania—Size, impact and measures. Proceedings of the International Conference on Applied Statistics, 2(1), 240–250. https://doi.org/10.2478/icas-2021-0021 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Veldhoven, M. van/ Meijman, T. (1994). Het meten van psychosociale arbeidsbelasting met een vragenlijst: De vragenlijst Beleving en Beoordeling van de Arbeid (VBBA). Nederlands Instituut voor Arbeidsomstandigheden (NIA). http://resolver.tudelft.nl/uuid:d231f2f3-8574-4e77-862b-4abe1ebd4df5 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Viswesvaran, C./ Sanchez, J. I./ Fisher, J. (1999). The Role of Social Support in the Process of Work Stress: A Meta-Analysis. Journal of Vocational Behavior, 54(2), 314–334. https://doi.org/10.1006/jvbe.1998.1661 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Watt, H./ Richardson, P. (2007). Motivational Factors Influencing Teaching as a Career Choice: Development and Validation of the FIT-Choice Scale. Journal of Experimental Education – J EXP EDUC, 75, 167–202. https://doi.org/10.3200/JEXE.75.3.167-202 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Wong, M./ Gardiner, E./ Lang, W./ Coulon, L. (2008). Generational differences in personality and motivation: Do they exist and what are the implications for the workplace? Journal of Managerial Psychology, 23(8), 878–890. https://doi.org/10.1108/02683940810904376 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Woo, S. E./ Allen, D. G. (2014). Toward an Inductive Theory of Stayers and Seekers in the Organization. Journal of Business and Psychology, 29(4), 683–703. https://doi.org/10.1007/s10869-013-9303-z Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Xanthopoulou, D./ Bakker, A. B./ Demerouti, E.//Schaufeli, W. B. (2009). Work engagement and financial returns: A diary study on the role of job and personal resources. Journal of Occupational and Organizational Psychology, 82(1), 183–200. https://doi.org/10.1348/096317908X285633 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Yousef, D. A. (1998). Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment. International Journal of Manpower, 19(3), 184–194. https://doi.org/10.1108/01437729810216694 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-630
Birkinshaw, J./Ridderstråle, J. (1999): Fighting the corporate immune system: A process study of subsidiary initiatives in multinational corporations, in: International Business Review, 8, 149–180. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Conroy, K.M./Collings, D.G./Clancy, J. (2019): Sowing the seeds of subsidiary influence: Social navigating and political maneuvering of subsidiary actors, in: Global Strategy Journal, 9, 4, 502–526. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Dörrenbacher, C./Gammelgaard, J. (2006): Subsidiary role development: The effect of micro-political headquarters-subsidiary negotiations on the product, market and value-added scope of foreign-owned subsidiaries, in: Journal of International Management, 12, 3, 266–283. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Dörrenbacher, C./Gammelgaard, J. (2011): Subsidiary power in multinational corporations: The subtle role of micro-political bargaining power, in: Critical Perspectives on International Business, 7, 1, 30–47. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Duncan, R.B. (1976): The ambidextrous organization: Designing dual structures for innovation, in Kilmann, R.H., Pondy, L.R., Slevin, D. (eds.), The management of organization design, North-Holland, 167–188. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Eisenhardt, K.M./Bourgeois, L.J. (1988): Politics of strategic decision making in high-velocity environments: Toward a midrange theory, in: Academy of Management Journal, 31, 4, 737–770. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Gabler, C.B./Ogilvie, J.L./Rapp, A./Bachrach, D.G. (2017): Is there a dark side of ambidexterity? Implications of dueling sales and service orientations, in: Journal of Service Research, 20, 4, 379–392. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Geppert, M./Williams, K. (2006): Global, national and local practices in multinational corporations: Towards a sociopolitical framework, in: International Journal of Human Resource Management, 17, 1, 49–69. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Jansen, J.J.P./George, G./Van Den Bosch, F.A.J./Volberda, H.W. (2008): Senior team attributes and organizational ambidexterity: The moderating role of transformational leadership, in: Journal of Management Studies, 45, 5, 982–1007. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Jansen, J.J.P./Kostopoulos, K.C./Mihalache, O.R./Papalexandris, A. (2016): A socio-psychological perspective on team ambidexterity: The contingency role of supportive leadership behaviours, in: Journal of Management Studies, 53, 6, 939–965. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Jansen, J.J.P./Van Den Bosch, F.A.J./Volberda, H.W. (2006): Exploratory innovation, exploitative innovation, and performance: Effects of organizational antecedents and environmental moderators, in: Management Science, 52, 11, 1661–1674. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Junni, P./Chang, Y.Y./Sarala, R.M. (2020): Ambidextrous orientation and performance in corporate venture units: A multilevel analysis of CV units in emerging market multinationals, in: Long Range Planning, 53, 6, 101930. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Lin, Z./Yang, H./Demirkan, I. (2007): The performance consequences of ambidexterity in strategic alliance formations: Empirical investigation and computational theorizing, in: Management Science, 53, 10, 1645–1658. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Lubatkin, M.H./Simsek, Z./Ling, Y./Veiga, J.F. (2006): Ambidexterity and performance in small- to medium-sized firms: The pivotal role of top management team behavioral integration, in: Journal of Management, 32, 5, 646–672. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Maszczyk, P. (2020): The comparative empirical analysis of the social protection system in selected central and eastern European countries: Emerging models of capitalism, in: International Journal of Management and Economics, 56, 2, 1–17. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Mitchell, W./Singh, K. (1993): Death of the lethargic: Effects of expansion into new technical subfields on performance in a firm’s base business, in: Organization Science, 4, 2, 152–180. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Simsek, Z./Heavey, C./Veiga, J.F./Souder, D. (2009): A typology for aligning organizational ambidexterity’s conceptualizations, antecedents, and outcomes, in: Journal of Management Studies, 46, 5, 864–894. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Surlemont, B. (1998): A typology of centres within multinational corporations: An empirical investigation, in: Birkinshaw, J. (ed.), International Corporate Evolution and Subsidiary Development, Macmillan Press Ltd., 162–188. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Zimmermann, A./Raisch, S./Cardinal, L.B. (2018): Managing persistent tensions on the frontline: A configurational perspective on ambidexterity, in: Journal of Management Studies, 55, 5, 739–769. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-664
Arnold, J./Cohen, L. (2008): The psychology of careers in industrial and organizational settings: A critical but appreciative analysis, in: International Review of Industrial and Organizational Psychology, 23, 1–44. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Bauer, M./Bertin-Mourot, B. (1996): Vers un modele europeen de dirigeants? Ou Trois modeles contrastes de production de l´autorite´ legitime au sommet des grandes entreprises?: comparaison Allemagne, France, Grande-Bretagne. Paris: Abacus Edition. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Davoine E./Ravasi, C. (2013): The relative stability of national carer patterns in European top management careers in the age of globalization: A comparative study in France/ Germany/ Great Britain and Switzerland, in: European Management Journal (2013), 31, 152–163. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Evans, P./Lank, E./Farquhar, A. (1989): Managing human resources in the international firm: Lessons from practice. In P. Evans, Y. Doz, and A. Laurent (Eds.), Human resource management in international firms. London: Macmillan, 113–143. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Heinz, W. R. (2003): From work trajectories to negotiating careers: The contingent work life course. In J. T. Mortimer, and M. J. Shanahan (Eds.). Handbook of the life course, pp. 185–204, New York: Kluwer Academic Publishers. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Invest in Poland (2015): Foreign Direct Investment in Poland (data files), retrieved from: http://www.paiz.gov.pl/poland_in_figures/foreign_direct_investment, last accessed 31st of March 2020. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Kuchinke, K.P./Ardichivili, A./Borchert, M./Rozanski, A. (2008): The meaning of working among professional employees in Germany, Poland and Russia, in: Journal of European Industrial Training, 33, 2, 104–124. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Obschonka, M./Silbereisen, R.K./Wasilewski, J (2012): Constellations of new demands concerning careers and jobs: Results from a two-country study on social and economic change, in: Journal of Vocational Behavior, 80, 211–233. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Popowska, M./Segreto, L. (2014): Corporate Governance and Ownership Structure in the Top 30 Listed Non Financial Companies in Poland. In: Galetic, L., Spremic, M., Zagrzeb, J. S. (Ed.). An Entreprise Odyssey: Leadership, Innovation and Development for Responsible Economy, 1098–1114. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Ruigrok, W./Greve, P. (2008): The rise of an international market for executive labour. In L. Oxelheim and C. Wihlborg (Eds.). Markets and compensation for executives in Europe. Bingley: Emerald Group Publishing, 53–78. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Siemienska, R./Walczak, D. (2012): Polish Higher Education. From State Toward Market. From Elite to Mass Education. As the World Turns. In: Allen, W. (Ed.): Implications of Global Shifts in Higher Education for Theory. Research and Practice. Emerald Group Publishing, 2012. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Skuza, A./Scullion, H./McDonnel, A. (2013): An analysis of the talent management challenges in a post- communist country: the case of Poland, in: The International Journal of Human Ressource, 24., 3, 453- 470. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Super, D.E. (1995): Tests of the work importance model of the role salience, in Super, D. (Ed.), Life Roles, Values, and Careers, International Findings of the Work Importance Study. Jossey-Bass, San Francisco, CA, 321–4. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Tyrowicz, J./Terjesen, S./Mazurek, J. (2020): All on board? New evidence on board gender diversity from a large panel of European firms, in: European Management Journal, 2020, https://doi.org/10.1016/j.emj.2020.01.001 Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Vaiman, V./Holden, N. (2011): Talent Management Perplexing Landscape in Central and Eastern Europe. In Global Talent Management, eds. H. Scullion and D.G. Collings, London. Routledge, 178–193. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Walder, A. G., Li, B., Treiman, D. J. (2000). Politics and life chances in a state socialist regime: Dual career paths into the urban Chinese elite, 1949–1996, in: American Sociological Review, 65, 191–209. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Weinstein, M./Obloj, K. (2002): Strategic and Environmental Determinants of HRM Innovations in Post-Socialist Poland, in: The International Journal of Human Resource Management, 13, 4, 642–659. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-698
Abdullah, M. I./Dechun, H./Ali, M./Usman, M. (2019): Ethical leadership and knowledge hiding: a moderated mediation model of relational social capital, and instrumental thinking, in: Frontiers in Psychology, 10, 1–14. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Akram, T./Lei, S./Haider, M. J./Hussain, S. T. (2020): The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing, in: Journal of Innovation/Knowledge, 5, 2, 117–129. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Ali, S./Tang, H. (2022): Is intellectual property beneficial to knowledge management? Literature review on organizational knowledge protection, in: Journal of the Knowledge Economy, 1–19. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Alnaimi, A.M.M./Rjoub, H. (2019): Perceived organizational support, psychological entitlement and extra role behavior: The mediating role of knowledge hiding behavior, in: Journal of Management/Organization, 10, 1–16. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
André, M. (2015): The effects of cognitive and affective trust on follower behavior and effectiveness, Unpublished bachelor’s thesis, University of Twente, The Faculty of Behavioural, Management and Social Sciences, Twente, Netherlands. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Babič, K./Černe, M./Škerlavaj, M./Zhang, P. (2018): The interplay among prosocial motivation, cultural tightness, and uncertainty avoidance in predicting knowledge hiding, in: Economic/Business Review, 20, 3. 395–422. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Banerjee, P./Gupta, R./Bates, R. (2016): Influence of organizational learning culture on knowledge worker’s motivation to transfer training: Testing moderating effects of learning transfer climate, in: Current Psychology, 36, 3, 606–617. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Bisaillon, B. (2019): The Followers perspective on the connections between perceived servant leadership, affect and cognition-based trust and prosocial motivation. Unpublished Master Thesis, Linnaeus University Faculty of Health and Life Sciences, Department of Psychology. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Bogilović, S./Černe, M./Škerlavaj, M. (2017): Hiding behind a mask? Cultural intelligence, knowledge hiding, and individual and team creativity, in: European Journal of Work and Organizational Psychology, 26, 710–723. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Campbell, W. K./Bonacci, A. M./Shelton, J./Exline, J. J./Bushman, B. J. (2004): Psychological entitlement: Interpersonal consequences and validation of a self-report measure, in: Journal of Personality Assessment, 83, 1, 29–45. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Černe, M./Nerstad, C. G./Dysvik, A./Škerlavaj, M. (2014): What goes around comes around: Knowledge hiding, perceived motivational climate, and creativity, in: Academy of Management Journal, 57, 172–192. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Chen, S./Westman, M./Eden, D. (2009): Impact of enhanced resources on anticipatory stress and adjustment to new information technology: a field-experimental test of conservation of resources theory, in: Journal of Occupational Health Psychology, 14, 3, 219–230. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Colquitt, J. A./LePine, J. A./Piccolo, R. F./Zapata, C. P./Rich, B. L. (2012): Explaining the justice–performance relationship: Trust as exchange deepener or trust as uncertainty reducer?, in: Journal of Applied Psychology, 97, 1, 1–15. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Colquitt, J. A./Scott, B. A./LePine, J. A. (2007): Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance, in: Journal of Applied Psychology, 92, 909–927. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
De Dreu, C. K./Beersma, B./Stroebe, K./Euwema, M. C. (2006): Motivated information processing, strategic choice, and the quality of negotiated agreement, in: Journal of Personality and Social Psychology, 90, 6, 927–943. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Dirik, D. (2019): The moderating role of perceived organizational politics on the relationship between organizational justice perceptions and knowledge hiding behavior, in: Electronic Turkish Studies, 14, 2, 295–312. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Donate, M. J./González-Mohíno, M./Appio, F. P./Bernhard, F. (2022): Dealing with knowledge hiding to improve innovation capabilities in the hotel industry: The unconventional role of knowledge-oriented leadership, in: Journal of Business Research, 144, 572–586. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Grant, A. M. (2008): Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity, in: Journal of Applied Psychology, 93, 1, 48–58. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Grant, A. M./Berry, J. W. (2011): The necessity of others is the mother of invention: Intrinsic and prosocial motivations, perspective taking, and creativity, in: Academy of Management Journal, 54, 1, 73–96. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Grant, A. M./Sumanth, J. J. (2009): Mission possible? The performance of prosocially motivated employees depends on manager trustworthiness, in: Journal of Applied Psychology, 94, 927–944. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Harvey, P./Martinko, M. J. (2009): An empirical examination of the role of attributions in psychological entitlement and its outcomes, in: Journal of Organizational Behavior, 30, 4, 459–476. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Hobfoll, S. E./Halbesleben, J./Neveu, J. P./Westman, M. (2018): Conservation of resources in the organizational context: The reality of resources and their consequences, in: Annual Review of Organizational Psychology and Organizational Behavior, 5, 103–128. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Lee, J./Mo, J. (2011): Analysis of technological innovation and environmental performance improvement in aviation sector, in: International Journal of Environmental Research and Public Health, 8, 9, 3777–3795. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Lee, A./Schwarz, G./Newman, A./Legood, A. (2019): Investigating when and why psychological entitlement predicts unethical pro-organizational behavior, in: Journal of Business Ethics, 154, 1, 109–126. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Moeller, S. J./Crocker, J./Bushman, B. J. (2009): Creating hostility and conflict: effects of entitlement and self-image goals. in: Journal of Experimental Social Psychology, 45, 2, 448–452. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Ode, E./Ayavoo, R. (2020): The mediating role of knowledge application in the relationship between knowledge management practices and firm innovation, in: Journal of Innovation/Knowledge, 5, 3, 210–218. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Offergelt, F./Spörrle, M./Moser, K./Shaw, J. D. (2019): Leader‐signaled knowledge hiding: Effects on employees' job attitudes and empowerment, in: Journal of Organizational Behavior, 40, 7, 819–833. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Podsakoff, P. M./Mackenzie, S. B./Lee, J. Y./Podsakoff, N. P. (2003): Common method biases in behavioral research: A critical review of the literature and recommended remedies, in: Journal of Applied Psychology, 88, 879–903. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Raskin, R./Terry, H. (1988): A principal-components analysis of the Narcissistic Personality Inventory and further evidence of its construct validity, in: Journal of Personality and Social Psychology, 54, 5, 890–902. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Rosen, B./Jerdee, T. H. (1977): Influence of subordinate characteristics on trust and use of participative decision strategies in a management simulation, in: Journal of Applied Psychology, 62, 628–631. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Schaubroeck, J. M./Hannah, S. T./Avolio, B. J./Kozlowski, S. W./Lord, R. G./Treviño, L. K./... /Peng, A. C. (2012): Embedding ethical leadership within and across organization levels, in: Academy of Management Journal, 55(5), 1053–1078. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Serenko, A./Bontis, N. (2016): Understanding counterproductive knowledge behavior: Antecedents and consequences of intra-organizational knowledge hiding, in: Journal of Knowledge Management, 20, 6, 1199–1224. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Simon, P. (2020): Enabling relations as determinants of self-satisfaction in the youth: The path from self-satisfaction to prosocial behaviors as explained by strength of inner self, in: Current Psychology, 39, 2, 656–664. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Škerlavaj, M./Connelly, C. E./Cerne, M./Dysvik, A. (2018): Tell me if you can: time pressure, prosocial motivation, perspective taking, and knowledge hiding, in: Journal of Knowledge Management. 22, 7, 1489–1509. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Unsal Akbiyik, B. S. (2018): The mediating role of psychological contract violation in relationship between psychological entitlement and counterproductive behavior, in: Journal of Business Research-Turk, 10, 3, 234–255. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Wu, W. L./Lee, Y. C. (2020): Do work engagement and transformational leadership facilitate knowledge sharing? A perspective of conservation of resources theory, in: International Journal of Environmental Research and Public Health, 17, 7, 1–17. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Zhao, H./Liu, W./Li, J./Yu, X. (2019): Leader–member exchange, organizational identification, and knowledge hiding: The moderating role of relative leader–member exchange, in: Journal of Organizational Behavior, 40, 7, 834–848. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Zhu, Y./Akhtar, S. (2014): How transformational leadership influences follower helping behavior: The role of trust and prosocial motivation, in: Journal of Organizational Behavior, 35, 3, 373–392. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-723
Abubakar, A. M./Namin, B. H./Harazneh, I./Arasli, H./Tunç, T. (2017): Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: A neural network and SEM approach, in: Tourism Management Perspectives, 23, 129–139. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Ahmad, A. (2018): The relationship among job characteristics organizational commitment and employee turnover intentions: A reciprocation perspective, in: Journal of Work-Applied Management, 10, 1, 74–92. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Aishwarya, D./Aarthy, D./Senthilmurugan, M. (2021): The effect of organisational cynicism on employee performance: testing the affective, cognitive and behavioural dimensions, in: Journal of Contemporary Issues in Business and Government, 27, 2, 4693–4705. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Akbas, T. T./Durak, I./Çetin, A./Karkin, N. (2018): Cynicism as mediating variable between leadership support and emotional burnout: administrative support staff in Turkish universities, in: Transylvanian Review of Administrative Sciences, 53, 5–21. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Alexandra, V./Torres, M. M./Kovbasyuk, O./Addo, T./Ferreira, M. C. (2017): The relationship between social cynicism belief, social dominance orientation, and the perception of unethical behavior: A cross-cultural examination in Russia, Portugal, and the United States, in: Journal of Business Ethics, 146, 3, 545–562. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Allen, N. J./Meyer, J. P. (1990): The measurement and antecedents of affective, continuance, and normative commitment to the organization, in: Journal of Occupational and Organizational Psychology, 63, 1, 1–18. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Altinoz, M./Cop, S./Siğindi, T. (2011): Relationship between perceived organizational commitment and organizational cynicism: A research on four and five star accommodation establishments in Ankara, in : Journal of Social and Economic Research, 11, 21, 285–317 [in Turkish]. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Amin, M. S. (2022): Organizational commitment, competence on job satisfaction and lecturer performance: Social Learning Theory approach, in: Golden Ratio of Human Resource Management, 2, 1, 40–56. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Arasli, H./Arici, H. E./Çakmakoğlu Arici, N. C. (2019): Workplace favouritism, psychological contract violation and turnover intention: Moderating roles of authentic leadership and job insecurity climate, in: German Journal of Human Resource Management, 33, 3, 197–222. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Ashfaq, F./Abid, G./Ilyas, S. (2021): Impact of ethical leadership on employee engagement: Role of self-efficacy and organizational commitment, in: European Journal of Investigation in Health, Psychology and Education, 11, 962–974. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Aslam, U./Ilyas, M./Imran, M. K. (2016): Detrimental effects of cynicism on organizational change: an interactive model of organizational cynicism (a study of employees in public sector organizations), in: Journal of Organizational Change Management, 29, 4, 580–598. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Audenaert, M./Van der Heijden, B./Rombaut, T./Van Thielen, T. (2020): The role of feedback quality and organizational cynicism for affective commitment through leader-member exchange, in: Review of Public Personnel Administration, 41, 3, 593–615. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Avotra, A. A. R. N./Chengang, Y./Wei, X./Ming, J./Marcelline, T. R. S. (2021): Struggling with business corporate cynical impression? Powerful methods of CSR to enhance corporate image and consumer purchase intention, in: Frontiers in Public Health, 9, 726727. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Awais, M./Malik, M. S./Qaisar, A. (2015): A review: The job satisfaction act as mediator between spiritual intelligence and organizational commitment, in: International Review of Management and Marketing, 5, 4, 203–210. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Aydin, M./Gürkan, G. (2016): The relationship between organizational commitment and organizational cynicism among hotel employees in Southeastern Anatolia region of Turkey, in: Eurasian Journal of Business and Management, 4, 4, 81–89. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Bakari, H./Hunjra, A. I./Jaros, S./Khoso, I. (2019): Moderating role of cynicism about organizational change between authentic leadership and commitment to change in Pakistani public sector hospitals, in: Leadership in Health Services, 32, 3, 387–404. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750
Berberoglu, A. (2018): Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals, in: BMC Health Services Research, 18, 399. Google Scholar öffnen doi.org/10.5771/0949-6181-2023-4-750