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The complexity and fragmentation of tourism leads to the question whether and to what extent is possible to determine the exact number of employees that can be attributed to tourism, which is the reason for choosing this topic for the research. First aim of the paper is to explain the complexity of labour force in tourism. Paper includes comparative analysis of tourism employment in Croatia and EU 27 countries. Second aim of the paper is to reexamine features of tourism employees: high seasonality, higher average age of employees, lower level of education, and higher share of employed women, which represents the main research question of the paper. Results and findings of the paper are based on the secondary research. Used research methods include: analysis of the existing theoretical and practical findings, the analysis of the relevant research findings available from secondary data sources, analysis of selected cases and case comparisons and descriptive statistics for the data analysis. The findings of the research showed constant growth in number of persons employed in accommodation and food service sector, both in Croatia and EU 27 countries. Total employment in EU 27 countries in analyzed period has also increased, but at a lower rate, while in Croatia it has declined, which shows the importance of tourism for the entire economy. The analysis of features of tourism employees showed that the age structure in analyzed activity has changed, which is, according to authors, the main contribution of the paper. [ABSTRACT FROM AUTHOR]

Personal consumption is the most important component of aggregate demand, accounting for over half of its value. Through its influence on investment, savings and (un)employment, personal consumption has important multiplicative effects on GDP. The paper analyses historical movement as well as the structure of personal consumption in Croatia in comparison to other CEE countries as well as EU28 during the last two decades, including most recent 2008 crisis. Results indicate a tight relationship between GDP and personal consumption movement, explaining a decline in personal consumption during economic crisis. Households and NPISHs final consumption expenditure, as % of GDP, declined during crisis and, as a result, in 2018 per capita personal consumption still did not reach the 2008 pre-crisis value. Per capita personal consumption values in Croatia are comparable to its CEE counterparts, namely Poland, Hungary and Slovakia who also have comparable per capita GDP values. However, it should be noted that personal consumption in Croatia, as in other CEE countries, is mainly driven by bank loans and, simultaneously, aimed at imported goods. This type of personal consumption is not sustainable in the long run. Policy implications would indicate stimulating permanent income, as oppose to current, by stabilising GDP growth and employment possibilities. [ABSTRACT FROM AUTHOR]

One of the recent entries in the scholastic horizons in relation to employer branding is the concept of psychological contract. Thereby employer branding is defined as ‘the process of building an identifiable and unique employer identity (Backhaus & Tikoo, 2004: 502) for both prospective and current employees, and psychological contract as ‘a set of individual’s beliefs regarding the terms and conditions of a reciprocal exchange agreement between that focal person and another party’ (Rousseau, 1989: 123). This relationship has not received sufficient attention in research. Therefore, this paper explores the direct relationship between psychological contract fulfilment (PCF) and internal employer attractiveness (IEA), as well as the internal communication satisfaction (ICS) as a potential moderator in the relationship. For testing the proposed relationships among variables, data for 3457 employees from 26 organizations was analysed. PCF was measured using Robinson and Morrison’s (2000) scale, IEA was measured using employer attractiveness (EmpAt) scale developed by Berthon, Ewing and Hah (2005), and ICS was measured using ICS questionnaire UPZIK developed by Tkalac Verčič, Pološki Vokić and Sinčić Ćorić (2009). Analyses (linear and hierarchical regression modelling) revealed that PCF is a significant positive predictor of IEA, but that the overall ICS does not strengthen the acknowledged relationship between PCF and IEA. However, further analysis (simple slopes analysis) revealed that one of the eight ICS dimensions, ‘Satisfaction with communication with immediate superior’, does have the intervening role. Altogether, findings reveal that fulfilling employees’ beliefs about what they are entitled to receive in exchange for their contribution, leads to their more favourable perceptions of their employer as employer of choice. Moreover, quality communication in general has an equivalent role in building a strong internal employer brand, while quality communication with the superior reinforces the link between the cognition that one’s organization obligations have been met and considering one’s organization a desirable place to work. [ABSTRACT FROM AUTHOR]

Enterprise zones are areas equipped with the energy, communal, transport and communications infrastructure, often accompanied by certain additional benefits for the enterprises. Their purpose is to stimulate local economic activity. This paper presents the case of Croatian enterprise zone named Business Zone Ivanec East and aims to answer two research questions: What is the importance of Business Zone Ivanec East for the local economy, primarily in terms of employment and what makes Business Zone Ivanec East attractive to investors? Based on the quantitative data it could be hypothesized that the enterprises in the Business Zone Ivanec serve as a stabilizer in times of slower economic growth. In addition, qualitative data indicate that all the efforts regarding development of entrepreneurial climate in Ivanec have synergic positive effects on the local economy. [ABSTRACT FROM AUTHOR]

Small and medium-sized enterprises (SMEs) have a crucial role in the European economy, but simultaneously face much larger administrative difficulties in their business compared to large ones. Current rigidities in the labour market have further slowed down their position in creating new jobs. Accordingly, the main aim of this paper is to assess the current state of administrative barriers to employment for SMEs in Croatia and Slovenia. The empirical results on a sample of about 700 SMEs for both countries reveal some differences between them. As regards administrative barriers to employment for SMEs, the most pronounced problem in Croatia is related to frequent changes in the regulation, while in Slovenia the most emphasized problem is related to extra time and excessive number of documents. Moreover, a comparison between Croatia and Slovenia reveals some differences regarding the perception of administrative barriers to employment. The findings are important especially for economic policy makers, who need to consider the specific characteristics and needs of SMEs when preparing legislation. [ABSTRACT FROM AUTHOR]

Purpose -- The main purpose of this research was to analyze the position of vocational education in Croatia from the perspective of tourism high school teaching staff. The main objective was to propose state regulations to limit the access of non-professionals to specialized jobs in tourism, and to enhance the status of tourism vocational education. Methodology -- Desk research was focused on the analysis of available body of knowledge related to tourism employment and tourism education. A structured questionnaire was used to collect primary data. The research sample included 104 tourism high school vocational teachers in Croatia. Descriptive statistics were used for data evaluation. Findings -- Although Croatia heavily relies on the economic benefits from tourism, its performance is often diminished due to a labor market mismatch in terms of specialization, knowledge and skills. This research determined that Croatia has a well-established and prospective high school education system for tourism, but lacks of image among employers and young generations. The state market regulation of tourism employment and the improvement of 'dual education system' of tourism education were strongly supported by respondents. Contribution -- The theoretical contribution of this research is to determine long-term gaps in matching tourism education outcomes and tourism employment practices. Empirical contribution is derived from the analysis of attitudes and perception of tourism high school teaching staff on how to improve tourism education and employment practice. Practical contribution is in providing empirically proved policy recommendations, while social contribution can be recognized in promoting tourism vocational education and professionalism to young generations. [ABSTRACT FROM AUTHOR]