Introduction Creating a proper career program is the best way to enhance employees’ organizational commitment; it motivates and retains them. This research aims to measure career growth’s influence on turnover intention, mediated by employees’ commitment through self-reported employees’ perceptions. This study identifies the key dimensions of organizational commitment (affective, continuance and normative commitment) that mediate the relationship between career growth and employee turnover intention exploring the indirect effects between career growth and turnover intention. The relationship is examined among the public sector employees in the Sultanate of Oman, a sector currently facing high turnover rates and losing key skilled talent pool. Methodology Data collection was executed through an adopted questionnaire distributed among 500 employees of 38 government units within the Sultanate of Oman. A total of 351 questionnaires were returned, and after the initial screening process, 329 were found to be valid for further analysis. CFA analysis was conducted to identify the factors falling under the three primary constructs of the study. Assessment of the models was explained through Goodness-of-fit Indices. Structural equation modeling, which is most recommended to study the effect of latent variables, was performed using AMOS to evaluate the mediating role of organizational commitment between career growth and employee turnover intention. Findings The results indicated that the potential for career growth is an essential motivating element for public sector employees in the Sultanate of Oman to encourage retention and reduce intention to leave. The findings also confirm that effective and continuous commitment significantly mediates the relationship between career growth and employees’ turnover intention. Contribution and originality value The results generated could help both researchers and those involved in public sector policy-making to understand how employee turnover intention is influenced by career growth and organizational commitment in the public sector in the Sultanate of Oman.

Sažetak: U današnje vreme, teoretičari i praktičari više pažnje posvećuju razvoju korporativne ekološke održivosti i društvene odgovornosti, kao i zelenom marketingu -jednom od pristupa kako društveno odgovornom poslovanju tako i društvenom marketingu. Fokus zelenog marketinga je isporuka visoke vrednosti stejkholderima uz minimalan negativan uticaj na okolinu. Zadovoljstvo stejkholdera, organizacioni uspeh i odgovorno poslovanje prema okolini nije uvek jednostavno optimizovati, odnosno strategiju društvene odgovornosti i marketinšku strategiju uskladiti. U vezi s navedenim, u ovom radu je predstavljena zelena marketinška orijentacija iz perspektive marketinga i menadžmenta sa fokusom na njen značaj u usklađivanju strategije društvene odgovornosti i marketinške strategije. Obavljena je analiza ranijih istraživanja i preglednih studija u ovom području. Analiza je pokazala da je naučna zajednica od ranih 90-ih godina 20. veka postala više zainteresovana za područje istraživanja zelenog marketinga i zelene marketinške orijentacije iz mikro pesrpektive. Razvojem zelenog marketinga stekli su se uslovi za implementaciju zelene marketinške orijentacije u proces donošenja i realizacije korporativne, a posebno marketinške strategije. Utvrđeno je da delujući holistički, kroz svoju stratešku, taktičku i internu komponentu, zelena marketinška orijentacija vodi usklađivanju strategije društvene odgovornosti i marketinške strategije -jačanju odgovornosti organizacije prema okolini i ostvarivanju dugoročno održive konkurentske prednosti. Nivo kako ekološke svesti tako i zelene orijentacije menadžera ima značajnu ulogu u jačanju zelene marketinške orijentacije organizacije, posebno njene interne dimenzije.

The more satisfied employees lead to more satisfied consumers and better organizational performance. Therefore, successful organizations are constantly looking for new ways to improve satisfaction of employees. One of them is green internal communication observed from perspective of internal green marketing. As there is a lack of empirical research in this field, this paper examines the impact of green internal communication on employee satisfaction. For the needs of the paper, data were collected from 177 employees in different organizations operating in the Republic of Serbia. For testing the assumption, correlation-regression analysis was applied. The results showed the positive, direct and significant impact of green internal communication on employees' satisfaction. This paper contributes to better understanding of the role of green internal communication in the internal green marketing concept and its impact on employees' satisfaction. The results can be useful to managers in the development of green internal communications in order to spread the green value of the organization and improve employees' satisfaction.

Majority of studies on the impact of the sports events on country's development

The purpose of the paper was to examine the impact of internal green marketing on managers' organizational identification and the financial performance of the organizations. The empirical research was carried out by an online survey. The model proposed in this paper was tested on a sample of 53 managers of Serbian organizations in the agribusiness sector. For empirical testing of the proposed hypotheses, partial least squares structural equation modeling was used. The findings revealed that the direct effect of internal green marketing on managers' organizational identification as well as the direct effect of managers' organizational identification on financial performance is positive and statistically significant. Managers' organizational identification fully mediates the relationship between internal green marketing and financial performance. This paper can contribute to better understanding of green internal marketing and its effect on organizations, especially in the agribusiness sector. The results can be useful to managers in the agribusiness sector.