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Purpose – At the dawn of a new decade, as ever more corporations are pursuing sustainable working conditions and advocating employee well-being, employees are increasingly tending to feel fatigued and drained by their work, which compromises their performance. Drawing on the job demands–resources model and social acceleration debate, the authors test a moderated mediation model. Specifically, the authors hypothesise that unreasonable tasks raise perceptions of emotional exhaustion when the pace of work is increased and investigate the moderating role of psychological detachment. Design/methodology/approach – This study used a sample of 245 employees from Europe, all knowledge workers, to test the hypotheses. Findings – Apart from unreasonable tasks being directly related with emotional exhaustion, this relationship was mediated by the perceived work pace. In addition, the authors establish psychological detachment as a relevant moderator for the mediating effect. Practical implications – Managers and HR practitioners are equipped with a better understanding of the effects of an increasing speed of work, the conditions leading to it and the individual and organizational resources that may help to create healthy and meaningful job positions, which facilitate employee efficiency. Originality/value – Our study expands the literature on contemporary stressors and adds to what is known about the ‘dark side’ of job demands that affect the organizational bottom-line, as well as the resource-based mechanism that can buffer the negative effects.

S pojavom covida-19 se niso spremenile samo naše vsakdanje navade, spremembe so se zgodile tudi na trgu dela. Podjetja so, da so preprečila širjenje okužbe med zaposlenimi, kjer je narava dela to dopuščala, uvedla delo od doma. V magistrskem delu smo proučevali vpliv dela od doma na delovno uspešnost zaposlenih v treh podjetjih, ki delujejo na področju informacijske tehnologije. Na podlagi rezultatov intervjujev smo ugotovili, da, krovno gledano, delo od doma pozitivno vpliva na delovno uspešnost zaposlenih. Večjega odstopanja ni bilo opaziti, saj so vsa tri podjetja delo od doma v manjši in neformalni obliki omogočala že pred pandemijo. Izkazalo se je, da je ravno možnost izbire, ali bo zaposleni delal od doma ali iz pisarne, tista, ki pozitivno vpliva na delovno uspešnost zaposlenih. Dejavniki, ki k temu pripomorejo, pa so še: avtonomnost zaposlenih pri organizaciji svojega dela, organizacijska podpora in dodatna delovna oprema. Podjetja se z večjimi izzivi v času covida-19 in pri prehodu z dela iz pisarne na delo od doma niso srečevala, so pa opazila, da se je oslabila kultura podjetja. S hibridno obliko dela, ki jo omogočajo svojim zaposlenim sedaj in jo bodo tudi v prihodnje, so okrepila kulturo podjetja, zaposlenim pa so s tem pokazala dodatno zaupanje. Tovrstna oblika dela zadosti potrebam vseh posameznikov, tako tistim, ki raje delajo od doma, kot tistim, ki raje delajo iz pisarne svojega delodajalca. Because of Covid-19, not only our daily habits have changed, but also the labor market. To prevent the spread of infection among employees, companies implemented working from home where the nature of the work allowed it. In this master thesis, we researched the impact of working from home on the performance of employees in three IT companies. Based on the results of interviews conducted in the three selected companies, we found that, overall, working from home has a positive impact on employee performance. There was no major deviation, as all three companies already allowed working from home in a small and informal way before the pandemic. It turns out that it is the choice of working from home or from the office that has a positive impact on employees' performance. Other contributing factors are the autonomy of employees to organize their work, organizational support, and additional work equipment. The companies did not face any major challenges during the period of Covid-19 and the transition from office to home working, but they did notice that the company culture was decreasing. The hybrid working arrangements that they are now and will continue to offer to their employees have restored the company culture and shown additional trust to their employees. This type of work meets the needs of all individuals, both those who prefer to work from home and those who prefer to work from their employer's office.

Poslovno uspešne organizacije so organizacije, ki so usmerjene v prihodnost in omogočajo razvojno naravnano delovno okolje za svoje zaposlene. Z vlaganjem v razvoj in raziskave organizacije ohranjajo konkurenčno prednost na trgu ter povečujejo dodano vrednost svojih proizvodov. Ključ do uspeha vsake organizacije so njeni zaposleni. Učinkovit sistem nagrajevanja delovne uspešnosti ter inovativnosti zaposlenih vodi k dobrim poslovnim rezultatom, dvigu motivacije, višji produktivnosti ter ne nazadnje poslovni uspešnosti ob koncu leta. Le podjetja, ki vlagajo v raziskave in razvoj ter nagrajujejo svoje zaposlene za inovativnost, lahko dolgoročno ohranjajo konkurenčno prednost, ekonomsko rast ter poslovno uspešnost. Prav tako le podjetja, ki nagrajujejo delovno uspešnost svojih zaposlenih z modelom plač, ki je vezan na produktivnost zaposlenih, ohranjajo svoje zaposlene zadovoljne ter motivirane za pisanje vizije skupaj s cilji podjetja. Successful organizations are forward-looking and provide their employees with a development-oriented work environment. By investing in research and development, organizations maintain a competitive edge and increase their product's added value. Employees are the key to the success of any organization. An effective system of rewarding employee performance and innovativeness leads to good business results, increased motivation, higher productivity, and, last but not least, year-end profitability. Only companies that invest in research and development and reward their employees for innovativeness can sustain long-term competitive advantage, economic growth, and business performance. Similarly, only companies that reward their employees' performance with a salary model linked to their productivity can keep them happy and motivated to help bring the company's vision to life.

Magistrsko delo obravnava problematiko čustvene inteligence v selekcijskih postopkih v delovnih organizacijah. Temelji na kombinaciji kvalitativne metode raziskovanja in pregleda strokovne literature. Namen naloge je predstaviti pojem čustvena inteligenca ter ga umestiti v postopek selekcije in v delovne organizacije. Cilj naloge je opredeliti pomembnost čustvene inteligence zaposlenih za organizacije in razloge za (ne)preverjanje čustvene inteligence v selekcijskih postopkih. S tem želim pokazati na to, kako močan vpliv ima lahko čustvena inteligenca na uspešnost organizacij in kako malo se tega dejansko zavedamo. Več raziskav je pokazalo, da čustveno inteligentne organizacije dosegajo neprimerljivo boljše rezultate od čustveno neinteligentnih. Začetek poti se začne pri vsakem posameznem zaposlenem, zato je res pomembno, da se tega zavedamo že ob samem izboru ekipe, ki bo gonilo organizacije na poslovni poti. Ključna spremenljivka, ki se je pokazala v tem pristopu, je področje, na katerem organizacija deluje. Pomembnost čustvene inteligence zaposlenih variira glede na sektor, v katerem organizacije deluje. Večja odstopanja so tudi pri izbiranju vodilnih delavcev, saj naj bi vodstvene pozicije s svojimi izzivi zahtevale osebo z višjo stopnjo čustvene inteligence. This master thesis' topic is emotional intelligence in selection practices inside working organizations. It is based on combination of qualitative method of research and theoretical approach. The purpose of this work is to introduce concept of emotional intelligence and place it in the selection process of working organizations. Goal of this thesis is to define how important is employee's emotional intelligence for organization and find reasons for (not) testing emotional intelligence in selection processes. With that, I'd like to show how strong the role of emotional intelligence can be on organizational success and how little are we aware of this. More researches has shown that emotionally intelligent organizations have much better results than emotionally non-intelligent organizations. Start of this journey begins at each individual employee, that's why it is important for us to understand the importance of emotional intelligence already at the beginning, when we are choosing the team of employees that will drive us on our business path. One main variable that popped up in this approach is the field of work, where a certain organization is endeavoring. Importance of employee's emotional intelligence depends on a sector, where organization is working. Bigger differences are also when choosing a leader, since it is believed that leadership positions with their challenges, require a person with a higher rate of emotional intelligence.

Zavzetost zaposlenih je koncept, ki zavzema pomemben pomen v literaturi in organizaciji v zadnjih letih. Organizacije uporabljajo svoje zavzete zaposlene kot orodje strateške usposobljenosti. Magistrsko delo obravnava vprašanje vpliva medosebnih odnosov in transformacijskega vodenja na zavzetost zaposlenih. Številni dejavniki imajo vpliv na koncept zavzetosti ne glede na to ali so povezani na individualni ali organizacijski ravni. Medosebni odnosi so osnovni dejavnik in dvigatelj uspešne organizacije. Na drugi strani je transformacijsko vodenje slog vodenja, ki ima pomemben vpliv na stopnjo zavzetosti zaposlenih, saj ustvarja zaposlenim takšno delovno okolje, v katerem se občuti prijateljski odnos, spoštovanje in zaupanje. V magistrski nalogi sta obravnavana dva dela: teoretični in empirični. V prvem delu so predstavljene teoretične definicije pojma zavzetost zaposlenih in povezani pojmi. Nadaljnje so predstavljeni dejavniki medosebnih odnosov in transformacijsko vodenje ter vpliv le-tega na zavzetost zaposlenih. V drugem delu smo predstavili rezultate izvedene kvantitativne raziskave na naključnem vzorcu. Raziskava je pokazala, da ima transformacijsko vodenje pozitivni vpliv na zavzetost zaposlenih v nasprotju s pričakovanji pa nismo potrdili vpliva medosebnih odnosov na zavzetost zaposlenih. Employee engagement is a concept that has gained significant importance in recent years. This is a concept that has a positive impact on organizations because employees are more active in their work. The master's thesis addresses the issue of the impact of interpersonal relationships and transformational leadership on employee engagement. Many factors have an impact on the concept of engagement, whether related at the individual or organizational level. Interpersonal relationships are a fundamental factor and driver of a successful organization. On the other hand, transformational leadership is a style of leadership that has a significant impact on the level of employee engagement as it creates for employees such a work environment in which they feel friendly, respected, trusted and motivate employees to achieve higher goals. The master's thesis is divided into two parts: theoretical and empirical. The first part presents the theoretical definitions of the concept of employee engagement, and related concepts. Furthermore, the factors of interpersonal relationships and transformational leadership and their impact on employee engagement are presented in detail. In the second part, we presented the results of an empirical survey among employees in a medium-sized service organization. Research has shown that transformational leadership have an impact on employee engagement, but we have not confirmed that interpersonal relationships also have impact on employee engagement.

The purpose of this study was to explore the relationship between employees’ work performance and their well-being, job satisfaction, and life satisfaction in sedentary jobs in Slovenian enterprises using a mixed-methods research design. The quantitative component of the research included the responses to four selected questionnaires of 120 employees in 22 identified enterprises (out of 81), with more than 20 employees, having more than 85 percent sedentary jobs. Each of four questionnaires was chosen to cover one area of enquiry under the research foci of work performance, job satisfaction, life satisfaction and well-being. The statistical program STATA was used for data analyses. The analysis shows statistically significant positive correlations between employee performance and job satisfaction (r = 0.35), employee performance and life satisfaction (r = 0.28), life satisfaction and well-being (r = 0.33), and job satisfaction and well-being, whereas the correlation between well-being and work performance did not prove to be statistically significant. The qualitative component of the mixed-methods research design included systematic observation combined with one-to-one discussions. The results indicated that job satisfaction and life satisfaction are more significant in determining work performance in sedentary jobs than employee well-being and that being unwell is still considered a sign of weakness; therefore, employees who are unwell do not want to expose themselves and refuse to cooperate in activities and studies about well-being. Further research examining the impact on work performance of organizational climate measurements in sedentary jobs is recommended.

V magistrskem delu je obravnavana pravna ureditev področja nagrajevanja delovne uspešnosti javnih uslužbencev v vzgoji in izobraževanju v Republiki Sloveniji. V ospredju je vprašanje, ali imajo vse skupine javnih uslužbencev na podlagi izkazane delovne uspešnosti enake pogoje za izboljšanje njihovega finančnega položaja. Na osnovi analize pravne ureditve področja nagrajevanja delovne uspešnosti zaposlenih v javnem sektorju v vzgoji in izobraževanju je mogoče sklepati, da lahko na podlagi izkazane delovne uspešnosti in po preteku določenega števila let, v višje plačne razrede napredujejo domala vsi javni uslužbenci. S tem, da lahko določene skupine javnih uslužbencev na podlagi izkazane delovne uspešnosti in ob izpolnjevanju dodatnih pogojev po področni zakonodaji, napredujejo tudi v naziv. Delovna uspešnost javnih uslužbencev je tudi podlaga za njihovo mesečno nagrajevanje, in sicer so iz tega naslova lahko upravičeni do redne delovne uspešnosti, delovne uspešnosti iz naslova povečanega obsega dela in delovne uspešnosti iz naslova prodaje blaga in storitev na trgu. Na podlagi proučitve napredovanj javnih uslužbencev v izbrani osnovni šoli z vrtcem je bilo ugotovljeno, da lahko javni uslužbenci, ki zasedajo delovna mesta v nazivih, na delovnem mestu učitelja in vzgojitelja, napredujejo hitreje in za več plačnih razredov v primerjavi z javnimi uslužbenci, zaposlenimi na delovnem mestu vzgojitelja - pomočnika vzgojitelja in zaposlenimi na spremljajočih delovnih mestih, ki lahko napredujejo samo v plačne razrede. Do mesečnih dodatkov na podlagi nagrajevanja iz naslova delovne uspešnosti pa so upravičeni javni uslužbenci, ki pri svojem delu presegajo pričakovane delovne rezultate oziroma so nadpovprečno delovno obremenjeni, o čemer odloča ravnatelj zavoda. This master's thesis deals with legal views on rewarding work efficiency of public servants in the field of education in the Republic of Slovenia. The main question is if all gropus of public servants have the same possibility to improve their financial status based on the work efficicncy demonstrated. The analysis of legal regulations of the area of rewarding work efficiency of public servants in the field of education proved that based on the work efficiency demonstrated and after a certain number of years practically everyone can advance in higher salary grade. Furthermore, some groups of public servants can, according to the demonsrated work afficiency and by fullfilling additional terms based on the field's legislation, be promoted into a higher title. Work efficiency is also the basis for monthly rewarding, that is regular work dfficiency due to larger work extent and work efficiency based on the sale of goods and services. According to the data studied in the school and kindergarden selected it was found out that public servants who are employed as school or kindergarden teachers can be promoted quicker and in higher title compared with those employed as teacher assistants or covering accompanying positions, who can only reach a higher salary grade. Those public servants who exceed their work results or have a work load above the average are entitled to monthly rewards based on their work efficiency, but this is a headmaster's decision.