Background and Purpose: Organizations should implement new findings from the field of human resource management. If an organization wants to have successful and effective employees, they should be satisfied with all aspects of work and at the same time they should be feel commitment towards an organization. To have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment. Design/Methodology/Approach: The survey was conducted among 409 university lecturers in Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer's PEQ was used for the assessment of the psychological empowerment, Spector's JSS for job satisfaction, and Allen's and Meyer's OCQ for the assessment of organisational commitment. Results: The research showed that the highest level of psychological empowerment can be found among university lecturers from Serbia and the lowest from Germany. Job satisfaction level is the highest in Austria and the lowest in Slovenia. Affective organisational commitment is the highest in Slovenia and the lowest in Germany. Continuance organisational commitment scored the highest in Croatia and the lowest in Czech Republic. Additionally, the outcomes show the highest level of normative organisational commitment in Czech Republic and the lowest in Austria. Only affective organisational commitment was not found as statistically significant. Conclusion: Knowledge of psychological empowerment, job satisfaction and organizational commitment can be helpful for leaders, because with this knowledge they can manage, develop and motivate employees properly.

The state administration in Slovenia is undergoing its biggest reform since the country's secession from Yugoslavia in 1991. The civil servants need to adjust to a large number of changes in a very short time. They face a continually changing regulatory framework that they need to implement and enforce, as well as new demands from the growing private sector and citizens at large. These challenges can only be met by highly qualified civil servants who are constantly updating their qualifications. Therefore systematic in-service training is crucial to keep the civil servants competent in a rapidly changing environment.This article examines the practices of training evaluation in a branch of Slovene state administration. The article compares the attitudes of employees towards evaluation with the assumption that significant differences may exist among the attitudes of employees of different demographic characteristics.After having identified a conceptual framework that examines the notion of training evaluation among civil servants, the research questions related to determinants and consequences of evaluation were explored. Research assessing the influence of respondents' demographic characteristics was conducted among a population of civil servants, and 414 responses were gathered. The results obtained indicate that the influence of hierarchical position prevailed, although the managers (leading civil servants) are less involved in evaluation than expected. Empirical data also demonstrate that the majority of employees are willing to participate in permanent and transparent training evaluation. Downloaded from Points for practitionersThis article may be of interest to researchers and managers involved in the planning and evaluation of civil servant training. Evaluation of the results of training presents feedback information to the training managers and is a key component in the systematic approach to training. The article sheds light on the relationship between demographic characteristics of training participants and their attitude towards training evaluation, and may help managers develop a systematic training model that will be better tailored to the demographic characteristics of their target group.

Organizations have been focused on organizational climate (OC) as one of the influencing factors, which has an impact on organizational outcomes, attaining organizational goals and employee satisfaction. Our research focuses on the regional unit of the National Institute of Public Health in Slovenia and the comparison of the OC before (2013) and after reorganization (2015). We used a modified SiOK (Slovenian Organizational climate) questionnaire to shed light on employees' perception of OC. OC and reorganization are closely connected on account of the relationship between management and employees; if OC is positive, we can expect less complicated process of reorganization as it can be if it is negative. The research revealed misfired attempt of OC improvement in all dimensions, though we expected ameliorated results in the three worst assessed OC dimensions before reorganization. Further, in the paper several recommendations are suggested to managers facing reorganization.

Main aim of our research was to empirically test how the supervisor’s authentic leadership relates to the four independent constructs representing followers’ psychological empowerment in Slovenian local self-government institutions. We tested four hypotheses in one structural model by using structural equation modelling (SEM). The quantitative data for our analysis was collected through a survey on 169 employees of Slovenian municipalities. Findings show that the supervisor’s authentic leadership is positively related to the dimensions constructing followers’ psychological empowerment; especially when it comes to self-determination and impact, less when it comes to meaning and at least when it comes to competence.

Aims: Global business today usually requires organizations to be present locally in countries where their customers are. To do this successfully, good cooperation with local people is needed. Therefore, this paper focuses on the integration of cultures in the business world. The insights from this study are expected to benefit Slovenian expatriates to foreign companies in South Korea, as well as national culture researchers. The main goals of this research include a comparison of Hofstede's IBM survey results with the researched working environment, and identifying the benefits of merging two national cultures for the working environment. Methods: A questionnaire was distributed to purposive samples within the researched working environments and the collected data analysed used SPSS, where the hypotheses were tested using a chi-square test and t-test for independent samples. Results: The results revealed significant differences between the two national cultures in the working environment, e.g.: fear of expressing disagreement towards superiors, commitment to work, preference of challenges, tendency to avoid conflicts and innovations -all differed according to nationality. Conclusion: Working together with people from different cultures requires a certain amount of adaptation (learning about another culture, expecting situations that are not usual). If this adaptation is successful, then cooperation between the different cultures can also be successful, leading to a potential output that is even better than cooperation between people from the same culture.

No abstract

In September 2017 the Republic of Slovenia’s National Assembly has passed the Act Amending the Health Service Act (AAHSA). The Act will acknowledge registered nurses’ competences and activities if the nursing technicians meet the conditions in the 38th article of the Act. In addition, the article declares to pass reconstructive competencies and activities for workplaces in health care. The paper presents the 38th article of AAHSA and all the conditions that are required to gain the licence and describe the workplace of registered nurses and nursing technicians. On the base of research results we also discuss, if all the introduced changes have achieved their purpose and what kind of effects they brought to the workplaces’ tasks. We also analyse if the relationships between employees in health care have changed.

k Vseživljenjsko učenje je postalo potreba za preživetje, znanje pa dominantna konkurenčna prednost in ključ do uspeha posameznika in navsezadnje tudi organizacije, kar navsezadnje vpliva na pojavljanje vedno večjega razkoraka med potrebami trga dela in formalno pridobljenim znanjem. En od načinov za učinkovito zmanjševanje razkoraka med potrebami trga dela in formalno pridobljenim znanjem je stalno prilagajanje in nadgrajevanje že obstoječega znanja in kompetenc ter pridobivanje novih. Ključno vlogo pri tem pa imajo strokovni delavci in izobraževalci odraslih ter njihove delovne kompetence. Ker menimo, da so kakovostno in sistematično izobraženi ter usposobljeni strokovni delavci ključ do dobrih rezultatov, smo pripravili analizo izpopolnjevanja strokovnih delavcev, kjer smo se vprašali se strokovni delavci (ne)udeležujejo izpopolnjevanj in ali se jih ne udeležujejo v večji meri zaradi nezmožnosti financiranja kot pa zaradi prekrivanja z urnikom dela.