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        <title>Organizacija Feed</title>
        <link>https://reference-global.com/journal/ORGA</link>
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        <copyright>All rights reserved 2026, University of Maribor</copyright>
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            <title><![CDATA[Organizational Culture, Strategic HRM, and Brand Identity: A Psychological Integration Model in SMEs]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0019</link>
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            <pubDate>Wed, 19 Aug 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeIn contemporary business environments, brand identity is increasingly recognized as a critical intangible asset shaped not only by external communication but also by internal organizational factors. While prior research has examined organizational culture, strategic human resource management (HRM), and brand identity in related but often separate streams, limited attention has been given to their combined integration through employee-related psychological mechanisms, particularly in small and medium-sized enterprises (SMEs) operating in emerging economies. The purpose of this study is to develop and empirically test a psychological integration model that explains how perceived organizational culture and perceived strategic HRM influence brand identity in SMEs.MethodsThe study adopts a quantitative research design based on survey data collected from 250 employees working in SMEs in the Republic of North Macedonia. A structured questionnaire was used to measure perceived organizational culture, perceived strategic HRM practices, employee identification, engagement, brand commitment, brand-consistent behavior, and brand identity. Structural equation modeling (SEM) was applied to test the hypothesized relationships and to examine the mediating role of psychological mechanisms.ResultsThe findings indicate that both perceived organizational culture and perceived strategic HRM practices have significant positive effects on employee-related psychological mechanisms, including identification, engagement, and brand commitment. These psychological factors, in turn, significantly influence brand-consistent behavior and contribute to the development of internal brand identity. The results further support the proposed indirect pathways through which organizational factors influence brand identity via employee-related psychological processes.ConclusionThis study contributes to the literature by proposing and validating an integrative framework that connects organizational culture, HRM, and brand identity through a psychological perspective in the context of SMEs in an emerging economy. The findings provide important managerial implications, suggesting that SME managers should align organizational culture and HRM practices with brand strategy in order to strengthen internal brand coherence and support sustainable competitive advantage.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Digital Transformation of Tax Administration in Small EU Member States: Organisational Capacity, the Information Gap, and the Pre-DAC8 Baseline from Croatia (2020–2024)]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0014</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0014</guid>
            <pubDate>Wed, 19 Aug 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background and PurposeThe Markets in Crypto-Assets Regulation (MiCA) and the eighth Directive on Administrative Cooperation (DAC8) reshape how EU tax authorities access cryptocurrency transaction data. This study examines the organisational-capacity deficit facing a small EU tax administration on the eve of DAC8, using Croatia’s cryptocurrency sector as the empirical setting.MethodsMonte Carlo simulation (n=10,000; triangular distributions) is applied to primary turnover data from the Croatian Financial Services Supervisory Agency (HANFA) for three tax streams: capital gains tax (CGT), value-added tax (VAT), and corporate income tax (CIT). The framework integrates digital-government and organisational-capacity theory with Allingham-Sandmo as secondary lens.ResultsCumulative theoretical tax liability is €13.8 million (95% CI: €8.8M–€20.3M). VAT is more stable than CGT (coefficient of variation, CV, 0.136 versus 0.414). A 317.7% turnover rise in 2023 coincides with pre-MiCA registration and euro adoption. Four capacity deficits emerge: absent disaggregated tax data, minimal supervisory enforcement, classification ambiguity, and MiCA licensing lag (first licence 9 April 2026).ConclusionRealised compliance effects of digital reporting depend on the receiving authority’s organisational capacity, not information availability alone. This is the first primary-data capacity assessment of a small EU tax administration’s DAC8 readiness; the methodology is transferable across small EU economies.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Enterprise Resource Planning Systems and Accounting Modernization: Evidence from Financial Institutions in a Transition Economy]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0017</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0017</guid>
            <pubDate>Wed, 19 Aug 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeEnterprise Resource Planning (ERP) systems have become an important driver of digital transformation and accounting modernization in financial institutions. While prior studies have extensively examined ERP implementation in developed economies, limited evidence exists regarding ERP assimilation and its relationship with accounting modernization in transition economies. Furthermore, previous research has largely analyzed technology adoption frameworks separately. This study addresses these gaps by integrating the Technology Acceptance Model (TAM), the Unified Theory of Acceptance and Use of Technology (UTAUT), and the Technology–Organization–Environment (TOE) framework to examine ERP adoption intensity and accounting modernization in financial institutions operating in Kosovo.MethodsA quantitative research design was employed using primary data collected through a structured questionnaire administered to employees of financial institutions in Kosovo. A total of 423 questionnaires were distributed, of which 300 valid responses were obtained. Data were analyzed using reliability analysis, Pearson correlation analysis, and multiple regression techniques in SPSS. The study adopts a post-adoption perspective, focusing on ERP assimilation and usage intensity rather than initial implementation decisions.ResultsThe findings reveal that accounting efficiency and data accessibility are positively and significantly associated with ERP adoption intensity, indicating that institutions with more efficient accounting processes and better access to information tend to demonstrate deeper ERP assimilation. In contrast, reporting accuracy, decision-making quality, system users, and cost reduction exhibit weaker or statistically inconsistent associations with ERP adoption. The results further demonstrate that ERP assimilation and accounting modernization are related but conceptually distinct processes, with operational efficiency and information accessibility representing the strongest dimensions connecting ERP usage with accounting modernization in the examined context.ConclusionThe findings highlight the importance of organizational readiness, employee training, and technological adequacy in supporting ERP assimilation and accounting modernization. By integrating TAM, UTAUT, and TOE within a post-adoption perspective, the study provides new evidence on the relationship between ERP assimilation and accounting modernization in a transition economy. The results offer practical implications for managers and policymakers seeking to strengthen digital transformation initiatives in financial institutions.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Theorizing the Evolution of RPA-ERP Integration: A Three-Dimensional Model]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0015</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0015</guid>
            <pubDate>Wed, 19 Aug 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeThe integration of Robotic Process Automation (RPA) with Enterprise Resource Planning (ERP) systems presents a complex evolutionary challenge. Existing frameworks fail to capture the divergent strategic paths organizations take. This article proposes a three-dimensional conceptual model to explain this phenomenon, defined by the axes of Integration Locus (Resilience), Task Intelligence, and Scale of Automation.MethodsA structured literature review of pertinent articles published up to August 1, 2025, was conducted. The findings were used not to generate, but to provide empirical illustration and support for the pre-defined components of the proposed 3D model. A foundational set of 42 papers was identified, from which a curated evidence base of 26 exemplars was selected based on theoretical relevance.ResultsThe literature provides strong evidence for all three dimensions. The evolution along the Resilience Axis (from brittle GUI to robust API) is well-documented. The Intelligence Axis is evidenced by the shift from rule-based bots to cognitive agents. The Scale Axis is shown in the move from discrete task automation to end-to-end process orchestration.ConclusionThe 3D model is a robust framework for explaining the trade-offs in automation strategy. It contributes to theory by synthesizing multiple concepts into a new, comprehensive model and provides a diagnostic tool for practice.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Training and Decision-Making in Police Firearms Use: Evidence from a Survey of Slovenian Police Officers]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0016</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0016</guid>
            <pubDate>Wed, 19 Aug 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeThe use of firearms represents the most severe coercive measure in policing and requires a high level of legal knowledge, technical competence, and psychological preparedness. Although the use of firearms by the Slovenian police is relatively rare, decisions regarding their deployment involve significant legal, ethical, and organizational consequences. The purpose of this study is to examine police officers’ preparedness for the use of firearms and their perceptions of the existing training system.MethodsThe study is based on a quantitative survey conducted among police officers working in operational units across Slovenia. A total of 359 valid questionnaires were collected and analyzed. In addition, official police statistics on the use of firearms between 2014 and 2024 were examined to provide a broader contextual framework.ResultsThe results indicate that police officers generally assess their knowledge of the legal framework governing firearm use as high and perceive the legislation as largely clear. However, a substantial proportion of respondents express doubts regarding decision-making in stressful and unpredictable situations. While most officers participate regularly in firearms training, many consider the frequency and practical orientation of such training insufficient, particularly with regard to scenario-based exercises and decision-making under stress.ConclusionsThe findings highlight a gap between formal knowledge and perceived operational readiness, suggesting the need for more frequent, realistic, and simulation-based training approaches. From an organizational perspective, continuous and practice-oriented training represents a key factor in ensuring lawful, safe, and effective use of firearms in police work.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Power, Machiavellian Behavior, and Trust in Strategic Supply Chain Partnerships: An Exploratory Empirical Study]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0018</link>
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            <pubDate>Wed, 19 Aug 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeStrategic supply chain partnerships increasingly depend on the effective management of interorganizational relationships characterized by power asymmetries, behavioral dynamics, and trust. Although power, trust, and opportunistic behavior have been extensively studied, these constructs have largely been examined independently. This study addresses this gap by investigating the relationships among organizational power, Machiavellian behavior, and trust within strategic supply chain partnerships and by evaluating an integrated conceptual framework that combines structural, behavioral, and relational dimensions.MethodsAn exploratory quantitative research design was employed. Data were collected through an online survey administered to organizations operating within the supply chains of the Impol Group in Slovenia, Croatia, and Serbia. A total of 62 valid responses were analyzed. Reliability and validity of the measurement scales were assessed using Cronbach’s alpha, composite reliability, and average variance extracted. Descriptive statistics, correlation analysis, and simple linear regression were used to examine the relationships among the constructs.ResultsThe findings indicate a positive relationship between organizational power and Machiavellian behavior, suggesting that organizations with greater bargaining power, stronger control over resources, and higher financial power are more likely to exhibit manipulative and opportunistic tendencies. Organizational power was also positively associated with trust. In contrast, Machiavellian behavior demonstrated no statistically significant relationship with trust. These results suggest that power may contribute not only to dependency and behavioral control but also to relationship stability and coordination within supply chains.ConclusionThe study contributes to research on supply chain relationships by integrating power, Machiavellian behavior, and trust into a single framework. The findings suggest that trust in strategic partnerships is influenced more strongly by structural and relational factors than by opportunistic behavioral tendencies alone. The results provide valuable implications for managers seeking to strengthen collaboration, governance mechanisms, and long-term partnership performance within supply chains.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[The Mediating Role of Organizational Ostracism in the Effect of Supervisor Support on Ambivalent Identification: Evidence from a Collectivist Industrial Context]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0011</link>
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            <pubDate>Wed, 27 May 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeThis study investigates the questions “Does supervisor support affect ambivalent identification?” and “Does organizational ostracism play a role in this potential effect?” The primary objective is to determine the mediating role of organizational ostracism in the relationship between employees’ perceptions of supervisor support and their ambivalent identification. The hypotheses are grounded in Social Exchange Theory and Social Identity Theory.MethodsA cross-sectional survey design was employed. Hypotheses were tested using data collected from 404 employees working in a diverse range of sectors within a major Organized Industrial Zone in Türkiye. Analysis was conducted using SPSS 29 and AMOS 24.ResultsThe findings reveal that perceived supervisor support has a statistically significant negative effect on both ambivalent identification and organizational ostracism, while organizational ostracism exhibits a positive effect on ambivalent identification. Furthermore, the findings indicate a complementary mediation mechanism: Perceived supervisor support reduces ambivalent identification both directly and indirectly by mitigating organizational ostracism.ConclusionThe results support the arguments of the aforementioned theories. By discussing the findings within the context of prior literature, this study establishes a foundation for further research. Moreover, it explores the dynamics within a high power-distance, collectivist industrial culture, offering novel insights into how paternalistic support mechanisms can buffer against social exclusion in industrial clusters.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Industry Variations and Financial Impact of HRM practices in Slovenian SMEs]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0013</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0013</guid>
            <pubDate>Wed, 27 May 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[PurposeThis study analyzes the implementation of selected HRM practices in small and medium-sized enterprises (SMEs) across four Slovenian industries and examines their relationship with financial performance.MethodsA survey was conducted among 60 SMEs in four industries (motor vehicle trade and repair, construction, food and beverage manufacturing, and ICT) to assess their involvement in productivity, motivation, satisfaction, organizational climate, organizational culture, engagement, and quality management. Statistical analysis in SPSS examined industry differences and links between HRM practices and financial performance, measured by return on assets (ROA).FindingsResults indicate significant industry differences in HRM. Car dealerships and ICT companies place greater emphasis on HRM, while construction and food manufacturing companies exhibit lower levels of implementation. A weak but observable relationship was found between HRM implementation and ROA, with the strongest association in organizational culture.ConclusionWhile statistical significance was not fully established, the findings indicate that HRM implementation is associated with improved financial outcomes, with discernible industry-specific patterns in both adoption and effects. These results underscore the need for tailored HRM strategies that align with industry-specific contexts and operational requirements.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Sustainability Transition in SMEs: Stakeholder Incentives, Reporting Frameworks, and Performance Implications]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0012</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0012</guid>
            <pubDate>Wed, 27 May 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background and purposeThis paper examines sustainability transition in SMEs through three interconnected lenses: stakeholder incentives, sustainability reporting, and performance implications. Building on stakeholder theory, it develops an integrative framework showing how pressures from customers, suppliers, financiers, employees, communities, and regulators shape the adoption and disclosure of sustainable business practices.MethodsThe paper combines a conceptual literature synthesis with a structured bibliometric review. The stake-holder-incentive and reporting sections synthesize theoretical and regulatory literature, while the performance section relies on a structured Scopus-based review and keyword co-occurrence analysis using VOSviewer.ResultsThe conceptual synthesis shows that stakeholder pressures and value-chain information demands are key drivers of SME sustainability transition. The review of reporting frameworks indicates that, for SMEs, the regulatory centre of gravity has shifted toward proportionate and largely voluntary reporting tools, especially the VSME framework in the EU. The bibliometric analysis identifies eight clusters that can be synthesized into four broader logics: operational and circular transformation; innovation and strategic competitiveness; stakeholder-, finance-, governance-, and reporting-related infrastructures; and socio-organizational and normative embedding, suggesting that sustainability transition in SMEs is a multidimensional capability-building process.ConclusionSustainability transition in SMEs should be understood not only as a compliance issue but as a stake-holder-driven strategic process. For SMEs, transparent and proportionate reporting can support access to finance and value-chain integration, while sustainable practices can improve innovation, competitiveness, and long-term performance.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Determinants of Employee Satisfaction with Career Development in the Public Sector]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0009</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0009</guid>
            <pubDate>Wed, 27 May 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeEmployee satisfaction with career development is an important factor influencing motivation, commitment, and long-term retention, particularly in the public sector, where career paths are often constrained by legal and institutional frameworks. The purpose of this paper is to analyse employee satisfaction with career development in a selected public institution and to examine the influence of selected demographic and organisational factors.MethodsThe study is based on a quantitative empirical research design. Data were collected using a structured questionnaire administered to a sample of 113 employees in a public institution. Due to deviations from normal distribution, non-parametric statistical methods were applied, including the Mann–Whitney U test, the Kruskal–Wallis test, and Spearman’s rank correlation coefficient.ResultsThe results show that length of service and gender do not have a statistically significant effect on satisfaction with career development. In contrast, material forms of rewards have a stronger positive impact on satisfaction than non-material rewards, which deviates from some prevailing theoretical assumptions. Supervisory support was identified as the strongest predictor of satisfaction with career development.ConclusionThe findings highlight the importance of supervisory support and development-oriented leadership in fostering satisfaction with career development in institutionally constrained public-sector environments and contribute to a better understanding of career development dynamics in Slovenian public institutions.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Does Corporate Entrepreneurship Moderate the Relationship Between Top Management Team Heterogeneity and Company Performance?]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0010</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0010</guid>
            <pubDate>Wed, 27 May 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[PurposeThe importance of top management team (TMT) heterogeneity is increasingly recognized in strategic management. Despite numerous research studies, the results remain inconsistent. This research aims to address this gap by examining the moderating effect of the internal context in which TMT operates, specifically corporate entrepreneurship (CE). CE is an opportunity for modern companies to achieve a competitive advantage and has gained significant attention in both literature and practice over the past decade.MethodologyThe study seeks to determine whether CE moderates the relationship between TMT heterogeneity and company performance. The research was conducted using secondary and primary data with samples of 62 companies and 444 respondents. Moderated regression analysis was employed for hypothesis testing.FindingsThe results confirm CE’s moderating effect and its positive, significant impact on company performance, as measured by return on assets and return on sales.Implications for theory and practice: The paper contributes to the literature by addressing the identified research gap. The inclusion of moderating variables in research models is necessary, as existing research in upper-echelon theory requires improved methodology to achieve greater consistency in results. Furthermore, research results identified recommendations for improving CE implementation in companies.Originality and valueDue to the limited prior research on this topic, this paper makes a meaningful contribution to the upper echelons’ theory. The findings indicate that corporate entrepreneurship exerts a moderating effect on the relationship between TMT heterogeneity and company performance.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Managing the Pre-Training Phase: Lecturer-Learner Dynamics in the Digital Age]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0007</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0007</guid>
            <pubDate>Wed, 27 May 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background / PurposeThis study examines the significance of the pre-training phase and its impact on subsequent learning outcomes. It investigates the critical role of contemporary digital technologies in employee development, specifically during the initial pre-training stage. The research aims to provide a deeper understanding of how these technologies support, rather than diminish, lecturer–learner interaction.MethodsTo achieve this objective, the paper utilized a mixed-methods approach. First, four semi-structured interviews were conducted to capture the organizational perspective. Subsequently, the authors surveyed participants to gather learner perspectives, allowing for the analysis of the training environment.ResultsThe findings confirm that interaction between the lecturers and learners is pivotal to the employee development process, particularly during the pre-training phase. Additionally, the results indicate that digital solutions positively influence both parties in achieving primary learning goals.ConclusionThe findings of this study offer significant theoretical and practical implications. The research highlights that pre-training activities function as a catalyst for effective employee development and subsequent organizational implementation. Furthermore, by integrating organizational and employee perspectives within a European context, this study provides a holistic view of modern training complexities.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Factors Influencing Organizational Resilience of Tourism Businesses]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0008</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0008</guid>
            <pubDate>Wed, 27 May 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background and purposeWith ongoing disruptions that affect various sectors, understanding organizational resilience is crucial, especially in tourism businesses. However, studies focusing on organizational resilience often lack objective data and rely on subjective opinions. Even fewer studies combine company data with insights from managers. Therefore, this study aims to explore resilience factors in tourism businesses and strategies used by less resilient ones during the COVID-19 crisis.MethodsThis study used a mixed-method approach to explore organizational resilience, combining company data analysis with insights from tourism managers. Quantitatively, data from 624 Slovakian tourism businesses were analyzed using the Mann-Whitney U test, binary logistic regression, and survival analysis to explore resilience factors. Based on this, qualitative interviews with 10 managers of less resilient businesses examined crisis coping strategies.ResultsThe findings reveal that business size and age are significant predictors of resilience, with larger and newer businesses demonstrating a higher probability of maintaining or recovering pre-pandemic revenue levels. Regarding financial indicators, the analysis suggests that rapid debt growth may represent a potential vulnerability. In addition, accommodation services were found to be generally more resilient than restaurants and travel agencies. Qualitative results highlight that less resilient businesses frequently employed coping strategies such as renegotiating financial terms, reducing staff, and temporary closures.ConclusionTourism stakeholders should take these implications into account and assess the key factors that may strengthen organizational resilience.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Analysis of Key Impact Factors in New Methods Implementation in Organisations: A Change Management Perspective]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0002</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0002</guid>
            <pubDate>Wed, 18 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeThis paper examines the key factors for successful change implementation in organisations, management qualities, and the most common barriers to change implementation. The main change we focus on is implementing new work methods in the organisation, such as Six Sigma, Lean, Lean Six Sigma, Kaizen, and similar methods.MethodsThe latest findings from the literature about change management, key success factors and barriers to change implementation are presented. An empirical study of 55 organisations from Slovenia is presented. An online questionnaire was used to gather data. Descriptive statistics were used to analyse the data. The research questions concerned the key factors influencing the successful implementation of organisational changes, the qualities necessary for organisational leaders, and the most common barriers to successful implementation.ResultsThe key factors for successful change implementation are strongly connected to cultural and human-related factors, such as top management and employee involvement. Choosing the right leaders and communicating effectively about the implementation of change are key success factors. Key barriers identified include ineffective means of communication and employee habits and mindsets that do not support change. The most important quality of a manager who is leading organisational change is respect for other parties in the change management process, such as employees.ConclusionUnderstanding key success factors and the barriers to implementing change in organisations can improve change management practices. The findings contribute to a better understanding of change management in the implementation of new methods in organisations and deliver theoretical and practical implications.]]></description>
            <category>ARTICLE</category>
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        <item>
            <title><![CDATA[Development of a Methodology Based on Fuzzy Logic for Solving the Problem of Evaluating a Startup Team Under Uncertainty]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0006</link>
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            <pubDate>Wed, 18 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Aim/PurposeThe purpose of the article is to develop a methodology for evaluating startup teams and to create a corresponding computer model based on multicriteria analysis and fuzzy-logic decision-making. Particular attention is paid to determining both qualitative and quantitative characteristics of the team, and obtaining a generalized integral assessment of the startup team under uncertainty.Design/methodology/approachAn integrated evaluation method is proposed that combines the principles of the fuzzy set approach and expert evaluation and is implemented as a fuzzy inference system in MATLAB. The developed model used different initial characteristics of the startup team as input parameters. For this, formulas were identified, described, and utilized to calculate the values of these evaluation parameters. The set of linguistic variables and a system of rules for processing fuzzy data were defined. Literature data, expert and investor assessments, and case studies of real startup projects served as the empirical basis for the study.FindingsThe results demonstrate that the proposed approach enables a fairly objective and comprehensive assessment of a startup team’s quality, considering multiple assessment criteria, their interrelationships, and the combination of qualitative and quantitative input data, all within the context of significant uncertainty. The methodology ensures the objectivity and repeatability of the assessment, making it a valuable decision-support tool for various situations and participants within the startup community.Research implications/limitationsThe study is limited by the amount of data on real startup teams for model verification, which leaves much to be desired, as well as the need for further empirical substantiation and adjustment of the fuzzy model as a whole, including formulas for input parameters, linguistic variables, and decision rules, based on expert opinions. Possible areas for further research include adapting the method to different stages of startup development, taking into account their field of activity, size, and other specific features, and enabling more accurate model adjustment across various practical cases.Originality/value/contributionThe article’s originality lies in integrating fuzzy logic with multicriteria analysis to assess the human factor in startups. A useful contribution involves creating a practice-oriented tool that enhances the accuracy and reliability of team analysis, which is essential for startups themselves, business angels, venture funds, accelerators, and other participants in the startup community.]]></description>
            <category>ARTICLE</category>
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        <item>
            <title><![CDATA[How Academic Context Shapes Students’ Ethical Behaviour: New Evidence from a Transitional Society]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0001</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0001</guid>
            <pubDate>Wed, 18 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeAn ongoing problem of the ethical transgression of students poses a fundamental threat to the functioning of higher education institutions and translates to their behaviour in the future workplace. The aim of the paper is to examine the relationship between the academic context in higher education institutions in a transitional society and students’ ethical behaviour.MethodsTwo-source empirical research was conducted using samples of 235 students and 112 faculty and administrative staff from 12 higher education institutions in Croatia. Data on the ethical infrastructure of higher education institutions and the ethical behaviour of students and employees were collected from both groups. Descriptive statistics were used to provide insights into various aspects of the academic context and the characteristics of students’ and employees’ ethical behaviour. Multiple regression analyses were conducted to examine the relationships between the academic context and the ethical behaviour of students and employees.ResultsPerceptions of students and employees differed on a number of aspects of the academic context in their higher education institutions, while the formal ethical framework, individual-level ethics, and witnessing and sanctioning of unethical behaviour are found to be the factors that play a role in shaping students’ ethical behaviour. Students enrolled in natural sciences-related programmes are less susceptible to the effects of academic context than those studying programmes in other scientific fields.ConclusionThe current state of academic context at higher education institutions in a typical transitional society leaves considerable room for improvement in developing ethical infrastructure and promoting a culture of academic integrity and ethical values. Translating the ‘words’ into ‘actions’ at both organisational and individual levels is a primary goal for these institutions to establish an effective ethical framework and culture, and to be perceived as ethical by their stakeholders.]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Identifying Marketing Tools to Promote the Development of the Knowledge Economy: The Case of Lithuania]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0004</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0004</guid>
            <pubDate>Wed, 18 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background/PurposeThe research aims to identify marketing tools that promote the development of the knowledge economy and to design a development model grounded in the research findings. This paper analyses the theoretical aspects of non-profit, social, and political marketing, introduces the concept of self-segmentation, and proposes a strategy to transform society’s readiness to foster the values of the knowledge economy.MethodsThe research was carried out in two successive stages. The first stage consisted of three separate sub-studies: a case study, quantitative descriptive research, and qualitative exploratory research. The second stage encompassed designing the model based on the findings.ResultsAfter conducting the case study, secondary impact factors of the tools were identified, influencing the choice of tools or the formation of their set. Following the study of the survey results, groups of high-priority marketing tools were distinguished. Based on the results of the expert evaluation, a set of the most commonly proposed marketing tools was compiled. As a result of the conducted research, a coherent five-stage model for promoting the development of the knowledge economy was created.ConclusionThe model reflects key ideas: the choice of marketing tools is determined by the readiness and openness of the society to accept ideas; the success of dissemination is determined by inter-institutional cooperation; effective dissemination requires identification of the target consumer audience; and a set of marketing tools is designed on the basis of the results of continuous data analysis.]]></description>
            <category>ARTICLE</category>
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        <item>
            <title><![CDATA[Overview of Research on Higher Education Teachers’ Involvement in Learning Analytics]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0005</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0005</guid>
            <pubDate>Wed, 18 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Background and purposeThis systematic literature review focuses on the use of learning analytics among higher education teachers, who play a key role in collecting, analysing, and interpreting data. Empirical studies from the period between 2011 and 2024 were analysed to understand the role of teachers in learning analytics and the antecedents and outcomes of its use.MethodsA systematic literature review was conducted to reduce research bias and ensure repeatability. The relevant articles identified were analysed in two phases, first with a descriptive analysis and then with an in-depth qualitative synthesis.ResultsThe literature review reveals two predominant trends in how higher education teachers use learning analytics. The first focuses on the use of learning analytics technologies to solve specific problems, while the second considers learning analytics in the context of broader pedagogical practices of teaching and learning. The paper also discusses antecedents and outcomes of the use of learning analytics among higher education teachers, highlights gaps in existing research, and suggests further research directions in this field.ConclusionThis paper provides an overview of recent literature on the use of learning analytics among higher education teachers. The findings clarify the role of teachers in the use of learning analytics and provide insights into the antecedents and outcomes of its use that are also relevant to other stakeholders and decision-makers in higher education.]]></description>
            <category>ARTICLE</category>
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        <item>
            <title><![CDATA[Relationships between Personal Characteristics, Job Satisfaction and Organisational Behaviour of Work Team Members and the Role of Organisational Agility Maturity]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2026-0003</link>
            <guid isPermaLink="false">/article/10.2478/orga-2026-0003</guid>
            <pubDate>Wed, 18 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[Introduction & PurposeThe aim of this study is to analyse the relationships between professional personal competencies, organisational agility, job satisfaction, and organisational citizenship behaviour in work teams, as these factors can influence organisational performance and competitiveness.MethodologyThe cross-sectional study included a sample of 25 teams (N = 135) from various economic sectors in Slovakia. We conducted multilevel correlation and regression analyses, factor analyses, and structural modelling.ResultsThe multilevel correlation analysis showed positive correlations with job satisfaction for all scales of the Bochum Inventory of Personality (ranging from 0.097 to 0.406), 10 of which were statistically significant. The results indicate that job competencies predict job satisfaction, and that job satisfaction correlates positively with employees’ organisational citizenship behaviour. However, the moderating effect of organisational agility on the relationship between job competencies and job satisfaction could not be demonstrated. We found a statistically significant positive relationship between the maturity level of agility and job satisfaction. We discuss possible causes, highlight the limitations, and suggest implications.ConclusionAppropriate professional skills and a people-centred approach are key to long-term success in a competitive environment and, along with organisational agility, can contribute to employee job satisfaction.]]></description>
            <category>ARTICLE</category>
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        <item>
            <title><![CDATA[Use of Chatbots in Human Resource Management for More Efficient Knowledge Sharing – Systematic Literature Review]]></title>
            <link>https://reference-global.com/article/10.2478/orga-2025-0024</link>
            <guid isPermaLink="false">/article/10.2478/orga-2025-0024</guid>
            <pubDate>Wed, 19 Nov 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[PurposeThis study examines how chatbots, as part of generative artificial intelligence (GenAI), can assist human resource (HR) professionals in supporting more effective knowledge management (KM), especially knowledge sharing (KS). The research aims to understand the strategic roles of chatbots in Human Resource Management (HRM). It offers propositions for their effective deployment to support KS and enhance their utilisation within organisations.MethodologyA systematic literature review (SLR) was carried out using the databases Web of Science (WoS) and Scopus. After applying inclusion and exclusion criteria, 16 relevant articles were selected for detailed analysis.ResultsThe findings show that chatbots can significantly enhance KS by automating HRM processes. They enable personalised training, offer continuous support, and promote employee performance, engagement, and innovation. Furthermore, chatbots assist HR professionals in focusing on strategic tasks by lowering administrative workload. Several challenges are also identified, including ethical concerns, privacy issues, data quality problems, reduced social interaction, and risks to creativity and critical thinking.ConclusionChatbots offer a transformative opportunity for HRM to enhance KS, organisational memory, and digital learning, thereby supporting competitive advantage in knowledge-intensive settings.]]></description>
            <category>ARTICLE</category>
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