https://www.um.edu.mt/library/oar/handle/123456789/4610 Mon, 20 Apr 2026 03:00:36 GMT 2026-04-20T03:00:36Z https://www.um.edu.mt/library/oar/handle/123456789/145591 Title: Fehmiet żbaljati dwar is-sess : l-ossessjoni ta' żminijietna Abstract: F’dan l-artiklu soċjali l-Professur Gużè Aquilina janalizza l-bidliet fl-attitudnijiet tas-soċjetà lejn il-moralità u s-sess. L-awtur jargumenta li s-soċjetà permissiva biddlet dan l-aspett f’ossessjoni u oġġett ta’ kummerċjaliżmu filwaqt li neżżgħetu mid-dinjità u r-responsabbiltà morali tiegħu. Aquilina jikkritika l-influwenza tal-midja u l-isfruttament finanzjarju filwaqt li jenfasizza l-bżonn li l-intelliġenza umana tiggwida l-instinti naturali skont valuri morali sodi. Mon, 02 Jul 1979 00:00:00 GMT https://www.um.edu.mt/library/oar/handle/123456789/145591 1979-07-02T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/145590 Title: People in Malta are more satisfied than ever, but pollution, stress, and loneliness are taking their toll Abstract: Maltese people are more satisfied with their lives but paradoxically report an increase in negative emotions, according to the Wellbeing-INDEX issued on Tuesday. According to the study, traffic, stress, time management, pollution, loneliness, and anxiety on the future are the main sources of the negative emotions reported. Satisfaction levels are higher than ever, with personal relationships as the strongest source. Those respondents who regularly met family and friends reported higher overall wellbeing. Sun, 01 Mar 2026 00:00:00 GMT https://www.um.edu.mt/library/oar/handle/123456789/145590 2026-03-01T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/145589 Title: Creativity control as a core component of the creativity management process Authors: Łabuz, Artur Abstract: PURPOSE: To examine the role of creativity control in organisations and to identify how creative-sector enterprises monitor and evaluate the development of employee creativity.; DESIGN/METHODOLOGY/APPROACH: The study uses a quantitative CAWI survey conducted among 125 employees and managers from creative-sector organisations in the West Pomeranian region. A purposive sampling strategy based on PKD 2007 ensured the inclusion of relevant enterprises.; FINDINGS: Most organisations do not apply structured creativity-control mechanisms (78%). Employees associate control mainly with performance evaluation, while managers link it to project outcomes. Only a minority use any creativity-control practices, and these rely largely on general HR tools rather than specialised methods.; PRACTICAL IMPLICATIONS: Introducing systematic creativity-control mechanisms can support the development of creative competencies, improve monitoring processes and strengthen organisations’ ability to transform creative potential into innovation.; ORIGINALITY/VALUE: The study provides one of the first empirical insights into creativity-control practices in the Polish creative sector and supports the development of a structured creativity-management model in which control functions as a diagnostic and developmental component. Wed, 01 Jan 2025 00:00:00 GMT https://www.um.edu.mt/library/oar/handle/123456789/145589 2025-01-01T00:00:00Z https://www.um.edu.mt/library/oar/handle/123456789/145588 Title: Understanding quiet quitting : from demographic variables to organizational drivers Authors: Michałkiewicz, Anna Abstract: PURPOSE: The aim of this article is to examine whether demographic variables such as age, gender, education, and job tenure determine the occurrence, motives, and forms of quiet quitting.; DESIGN/METHODOLOGY/APPROACH: The research was conducted with a quantitative CAWI survey from a sample of 515 participants.; FINDINGS: The findings indicate that demographic variables such as age, gender, education, and job tenure exert negligible influence on the propensity for quiet quitting, with no significant effect on the quantity or type of actions undertaken. Although gender partially differentiates the motives for disengagement, the most frequently reported reasons and behaviours are consistent across all demographic groups. These results suggest that quiet quitting is primarily shaped by psychological and organizational factors rather than demographic characteristics.; PRACTICAL IMPLICATIONS: The study indicates that demographic factors such as age, gender, education, and job tenure do not significantly predict quiet quitting behaviours, suggesting that interventions should focus on organizational and psychological determinants. Strengthening leadership competencies, ensuring transparent career development opportunities, and fostering team support appear critical for mitigating disengagement. Additionally, promoting work-life balance and addressing perceptions of inadequate remuneration may help organizations reduce the prevalence of quiet quitting.; ORIGINALITY/VALUE: This article provides original empirical evidence on the limited role of demographic variables in quiet quitting and highlights the predominance of psychological and organizational factors. Wed, 01 Jan 2025 00:00:00 GMT https://www.um.edu.mt/library/oar/handle/123456789/145588 2025-01-01T00:00:00Z