Purpose -The purpose of this paper is to explore the possible congruence of an academic organization's reputation among various stakeholder groups. A potential measure of reputation that can be applied across multiple stakeholder groups gives an opportunity to compare their perceptions and therefore work toward a consistent reputation. The authors also tested the model of academic reputation as a multidimensional concept. Design/methodology/approach -The qualitative stage included 25 in-depth interviews with members of key stakeholder groups. In the quantitative stage, the initial questionnaire was based on the reputational quotient of academic institutions, comprised of 26 items representing eight dimensions of reputation. It was administered among three key stakeholder groups, the general public (n ¼ 400), employees of the business school that was the focus of the study (n ¼ 154), and fourth year students of the school (n ¼ 446). Findings -Confirmatory factor analysis indicated that criteria applied by various stakeholder groups were similar, but the model of academic reputations as a multidimensional concept was not confirmed. The theoretical assumption of an eight factor solution for the concept of academic institutions was not supported. It seems that, in this particular case, only one main dimension emerged. Theoretically, that implies a general factor determining overall reputations across stakeholders. Research limitations/implications -Future research should apply a new, reduced questionnaire in multiple academic organizations and try to avoid some of the limitations such as differing methods of data collection, and ensure complete anonymity for all respondents. Practical implications -This study offers input for the development of a robust and general questionnaire that could be developed to be used across organizations and their publics. Originality/value -The study demonstrates that reputation is a unidimensional construct and that it should also be measured as such.

In order to improve internal communication within organizations, it is necessary to understand it better. This study explores the potential impact of internal communication on employee engagement and employer attractiveness by testing the mediating effects of social exchange quality indicators. A survey of 1,805 employees was used to test the relationships between internal communication satisfaction, employee engagement, and employer attractiveness and the potential mediating variables; reflecting the perception of the social relationship between an organization and its employees. The results showed that communication satisfaction correlated positively with the social exchange quality indicators (psychological contract fulfillment and perceived organizational support) and both outcomes—employee engagement and employer attractiveness. Additionally, the social exchange quality indicators partially mediated the relationship between internal communication satisfaction and both employee engagement and employer attractiveness. Our findings were consistent with the theoretical models in which internal communication satisfaction leads to higher employee engagement and employer attractiveness.

The objectives of this study were to examine the understanding of healthy eating, to assess the perceived need to change eating habits, to identify information sources about healthy eating among Croatian adults and to compare it with other Mediterranean countries. The sample included 1,006 randomly selected Croatian subjects over 15 years of age. The questions were adapted from the Pan-European Survey (1995-1996). A total of 50% of the participants described healthy eating as 'fresh and natural foods', more than one-half believed there is no need to change eating habits (53%) and 'newspapers/magazines' (26%) were identified as the most frequently used sources of information about healthy eating. Older males, either unemployed or retired, of lower educational background and monthly incomes, and the overweight and obese were the subgroups of the Croatian population that pose a real challenge to health nutrition promoters. A comparison with Mediterranean countries showed a higher level of similarity in attitudes with Italians.

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In this research, we aimed to explore determinants of job performance and well-being while working from home (WFH) in a specific context of mandatory WFH during COVID-19 lockdown in Croatia, a country where WFH is a highly unusual arrangement. In Study 1, on a nationally representative sample of 166 Croatian employees WFH during lockdown, we tested if aspects of work-life balance (WLB) – work-to-family and family-to-work conflict, time structure of the work day and psychological detachment from work – would predict job performance and well-being. We showed that of the four WLB aspects, only time structure was important both for job performance and well-being. In Study 2, we used a convenient sample of 575 Croatian employees who were WFH during lockdown to investigate conscientiousness, emotional stability and autonomy at work as drivers of the WLB during WFH, and to constructively replicate Study 1 findings using different and more advanced measures. Findings showed that autonomy, conscientiousness and, especially, emotional stability contributed to the WLB and were important for job performance and well-being. WLB, especially time structure, predicted both job performance and well-being, and enhanced time structure mediated the effects of personality traits and autonomy on both outcomes.