Background: Creativity, innovation, and learning behaviour are essential in accomplishing a competitive edge and the prerequisite of leadership in enhancing employee creativity and organisational growth. However, it is still unclear how team creativity and leadership are related. Objective: The research evaluates the effects spiritual leadership has on employee creativity, together with green human resource management (GHRM) practices within small and medium-sized enterprises (SMEs). The proposed framework explains the pathways through which spiritual leadership creates green workplaces that both engage employees and drive sustainable organisational expansion. Methodology: The study employed qualitative approach to attain its aim. The researchers collected data from 21 SME employees while the collected data were analysed using thematic analysis done with N-Vivo 14. Results: The outcomes of this research indicate that spiritual leadership encourages employee creativity and green HRM practices. This eventually enhances organisational performance and staff creativity, providing meaningful information to companies looking to elevate sustainability and overall performance. Conclusion: Leadership is an important requirement for effective management of small and medium scale enterprises. Unique Contribution: The outcomes present a new perspective on the relationship between spiritual leadership and employee results, escalating the value of creative strategies that help team members' personal and professional development. Key Recommendation: All organizational strategies and procedures must include environmental sustainability to create a unified HRM strategy. Leaders are important in advancing this integration by supporting eco-friendly projects and improving an environment that stimulates employee involvement and innovation.

Purpose: The purpose of this study is to examine the organizational and human resource (HR) responses to the challenging economic conditions caused by the war and the COVID-19 pandemic. Given the limited evidence available on how organizations adapt to such crises, this research aims to develop a conceptual model and empirically investigate the influence of two specific factors: organizational size and direct economic ties with the Russian and Ukrainian markets.This study employs a mixed-method approach, combining both theoretical and empirical research. A conceptual model was first developed to outline potential organizational reactions to crisis conditions. The empirical part of the study involved data collection from 128 organizations, including companies and institutions, in Slovakia. The analysis was conducted to test two hypotheses regarding how organizational size and economic connections with the Russian and Ukrainian markets affect organizational and HR responses in times of war.The findings of the study indicate that neither organizational size nor direct economic linkages with the Russian and Ukrainian markets significantly influenced the responses of the organizations studied to the economic difficulties caused by the war. This suggests that other factors may play a more critical role in shaping organizational and HR strategies in response to crises.For theory, this study contributes to the existing literature by challenging the assumption that organizational size and direct economic ties to conflict-affected markets are primary determinants of organizational responses to crisis. For practice, the findings suggest that managers and HR professionals need to consider a broader range of factors beyond size and market exposure when developing strategies to cope with economic disruptions caused by global crises.This research is original in its focus on the specific impacts of war and pandemic-induced economic conditions on organizations in Slovakia. The study provides valuable insights into how organizations navigate crises, expanding the understanding of crisis management and organizational adaptability. It adds value by highlighting the need for more comprehensive models that consider a wider array of factors influencing organizational behavior in times of global economic disruption.

This study explores gender-specific barriers to finding an ideal workplace in the Visegrád countries (Czech Republic, Hungary, Poland, and Slovakia), where similar historical and socioeconomic contexts shape labor market inequalities. Based on the relevant literature, women are disproportionately affected by challenges related to language proficiency, professional networks, and mobility. The research applied a quantitative methodology, including chi-square tests, multiple logistic regression, and cluster analysis, using SPSS Statistics software to analyze the survey data. Findings revealed significant gender disparities. Women report greater difficulties with language and mobility, particularly in Hungary and Slovakia, whereas men benefit more from strong professional connections. The cluster analysis identified three respondent groups: those hindered by language barriers, those with weak networks, and those facing limited mobility. International experience mitigates language challenges, and robust networks ease job search difficulties. In line with the ideals of a circular society, this study also explores how circularity, inclusiveness, and collaboration can help break down gender-based barriers in the labor market. The study’s novelty lies in its comparative regional focus and the integration of statistical methods to segment job-seeker profiles. These insights highlight the need for targeted policies that enhance language skills and foster professional networking opportunities, especially for women. By addressing these barriers, policymakers can better support gender equality in labor market access across Central Europe.