Organization - Journal of Management, Informatics and Human Resources / Organizacija - Revija za management, informatiko in kadre (University of Maribor)
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Molk v letalstvu: razvoj in validacija orodja za merjenje razlogov, da osebje za vzdrževanje letal ne poroča
No full textBackground and purpose: Organizational silence, seen as the greatest obstacle to the success of organizations and expressed as a refraining from expressing feelings, and ideas about problems encountered in their organizations, is identified as the avoidance of voluntary reporting in aviation organizations. The main purpose of this research is to identify and develop a tool to measure the various reasons for aviation employees’ remaining silent about the unsafe acts and events they witness, and the factors causing them to refrain from adopting safety enhancement proposals.
Methodology: Within the scope of the study, a data collection tool was developed. Explanatory and confirmatory factor analysis of the data obtained from 483 employees was conducted to test the reasons for not reporting voluntarily in aviation.
Results: As a result, it was found that employees did not participate in voluntary reporting due to factors of silence based on relational and prosocial factors, disengagement, quiescence and acquiescence, along with fear and defensiveness.
Conclusion: Accordingly, organizations need to acknowledge and act with the awareness that organizational silence is a common phenomenon. The importance of voluntary reporting should be explained to employees at every opportunity and the number of quality voluntary reports should be increased. However, this should go beyond the simple slogans of ‘Safety comes first in this workplace’ or ‘Safety first’ hanging on the wall of every organization.
Keywords: Organizational silence, Reporting, Safety management system, Aircraft maintenanceOzadje in namen: Organizacijski molk, ki je često največja ovira za uspeh organizacij, se kaže kot izogibanje izražanja čustev in idej o težavah, s katerimi se srečujejo njihove organizacije. Opredelimo ga lahko kot izogibanje prostovoljnemu poročanju v letalskih organizacijah. Glavni namen te raziskave je opredeliti in razviti orodje za merjenje razlogov, zaradi katerih letalski uslužbenci molčijo o nevarnih dogodkih in dogodkih, ki so jim priča, ter dejavnikih, zaradi katerih se vzdržijo sprejemanja predlogov za izboljšanje varnosti.
Zasnova / metodologija / pristop: V okviru študije je bilo razvito orodje za zbiranje podatkov. Pojasnjevalna in potrditvena faktorska analiza podatkov, pridobljenih od 483 zaposlenih, je bila izvedena za preizkus razlogov za prostovoljno poročanje v letalstvu.
Rezultati: Posledično je bilo ugotovljeno, da zaposleni niso sodelovali pri prostovoljnem poročanju zaradi dejavnikov molka, ki temeljijo na relacijskih in prosocialnih dejavnikih, razdruževanju, mirovanju in popuščanju ter strahu in obrambnosti.
Zaključek: V skladu s tem morajo organizacije priznati in delovati z zavedanjem, da je organizacijski molk pogost pojav. Pomen prostovoljnega poročanja je treba zaposlenim razložiti ob vsaki priložnosti in povečati število kakovostnih prostovoljnih poročil. Vendar bi to moralo presegati preprosta gesla „Varnost je na prvem mestu na delovnem mestu“ ali „Varnost najprej“, ki visi na steni vsake organizacije.
Ključne besede: Organizacijska tišina, Poročanje, Sistem varnega upravljanja, Vzdrževanje leta
Organizacijska kultura in obnašanje v dobrobit organizacija: temna stran organizacijske politike
No full textBackground and Purpose: Organisational politics can have a substantial negative effect on employees’ performance, however many organisations still do not pay attention to this organisational behaviour. In our study, we aim to examine the relationship between organisational culture and organisational citizenship behaviour through how employees perceive political behaviour within organisations.
Methods: Convenience sampling technique has been employed, quantitative data were collected from 532 employees in the Jordan banking industry via online surveys. Structural equation modelling (SEM) was employed to test the hypotheses of the study.
Results: Analyses showed that organisational culture within the banking industry has an effect on how employees perceive political behaviour. A negative perception of political behaviour by employees, in turn, has a negative influence on employees’ citizenship behaviour. These findings answer previous calls to investigate the destructive effect of organisational politics on employee outcomes.
Conclusion: Organisations should pay more attention to the destructive effect of organisational politics and try to minimise such behaviour. Organisational citizenship behaviour, in contrast, benefits organisational performance, and the enhancement of this is recommended through the implementation of more effective policies and strategies.
Keywords: Organisational culture; Perceived organisational politics; Organisation citizenship behaviourOzadje in namen: Organizacijska politika lahko bistveno negativno vpliva na uspešnost zaposlenih, vendar številne organizacije še vedno niso pozorne na to možnost organizacijskega vedenja. V naši študiji želimo raziskati razmerje med organizacijsko kulturo in obnašanjem v dobrobit organizacije upoštevajoč, kako zaposleni dojemajo politično vedenje v organizacijah.
Metode: Uporabljena je bila tehnika enostavnega vzorčenja, kvantitativni podatki so bili zbrani od 532 zaposlenih v jordanski bančni industriji s pomočjo spletnih anket. Za preizkušanje hipotez študije smo uporabili modeliranje strukturnih enačb (SEM).
Rezultati: Organizacijska kultura v bančništvu vpliva na to, kako zaposleni dojemajo politično vedenje. Negativno dojemanje političnega vedenja zaposlenih pa negativno vpliva na vedenje zaposlenih v dobrobit organizacije. Naše ugotovitve so odgovor na zaključke in predloge drugih raziskav, ki pozivajo, da se bolje prouči škodljive vplive organizacijske politike na rezultate zaposlenih.
Zaključek: Organizacije bi morale biti bolj pozorne na škodljive učinke organizacijske politike in poskušati takšno vedenje čim bolj zmanjšati. V nasprotju s tem, vedenje v dobrobit organizaciji koristi organizacijski uspešnosti, zato ga je treba izboljšati z izvajanjem učinkovitejših politik in strategij.
Ključne besede: Organizacijska kultura; Zaznana organizacijska politika; Obnašanje v dobrobit organizacije
Izgorelost na delu in kontraproduktivno delovno vedenje zaposlenih v jordanski banki
No full textBackground/Purpose: This study investigated the relationship between job burnout and counterproductive work behavior (CWB) among 307 employees drawn from various banks within Jordan. This study also examined the levels of job burnout and CWB with regard to gender, age, marital status, and education.
Methodology: For data collection, the convenience sampling method is utilized to survey frontline bank employees. The Oldenburg Burnout Inventory scale, which assesses exhaustion, disengagement, and the CWB scale from the Individual Work Performance Questionnaire (IWPQ), were used for data collection. The data were analyzed using the Statistical Package for Social Science 25.0.
Results: The study results suggest that there is a significant positive relationship between job burnout two dimensions and CWB. The research also shows that age, education, and marital status affect both job burnout and CWB. Nevertheless, gender was found to have a significant effect only on the disengagement dimension of job burnout. Further, the study implies that exhaustion and disengagement are vital predictors influencing CWB.
Conclusion: With regard to the results, the phenomena of job burnout provide the means that can provoke deviant behavior in the workplace.
Keywords: Job burnout, Exhaustion, Counterproductive work behavior, Bank employees, OLBIOzadje / namen: Raziskali smo razmerje med izgorelostjo na delovnem mestu in kontraproduktivnim delovnim vedenjem (CWB) med 307 zaposlenimi iz različnih bank v Jordaniji. Proučili smo tudi stopnje izgorelosti in CWB glede na spol, starost, zakonski stan in izobrazbo.
Metodologija: Za zbiranje podatkov smo uporabili metoda priročnega vzorčenja za anketiranje zaposlenih v prvih bankah. Za zbiranje podatkov so uporabili lestvico Oldenburg (OLBI), ki ocenjuje izčrpanost in izključenost, in lestvico CWB iz vprašalnika za individualno delovno uspešnost (IWPQ). Podatki so bili analizirani z uporabo paketa SPSS 25.0.
Rezultati: Študija je pokazala, da obstaja pomembna pozitivna povezava med dvema dimenzijama izgorelosti dela in CWB. Raziskava tudi kaže, da starost, izobrazba in zakonski stan vplivajo tako na izgorelost službe kot na CWB. Pokazalo pa se je, da spol pomembno vpliva le na dimenzijo »ne-angažiranost« na delovnem mestu. Poleg tega študija kaže, da sta izčrpanost in neangažiranost ključna napovednika, ki vplivata na CWB.
Zaključek: Glede na naše rezultate, pojav izgorelosti na delovnem mestu lahko povzroči deviantno vedenje na delovnem mestu.
Ključne besede: Izgorelost na delu, izčrpanost, Kontraproduktivno delovno vedenje, Zaposleni v bankah, OLBI
Kulturni, vodstveni in organizacijski dejavniki vpliva na rezultate prevzemov in združitev
No full textBackground/Purpose: This work is focused on the variables that influence the outcomes of mergers and acquisitions, by learning from past mistakes, adopt better strategies and make wiser decisions to enhance the outcomes of their mergers and acquisitions. Using a qualitative approach, this research contributes to existing knowledge on mergers and acquisitions performance by exploring the cultural, managerial and organizational factors dimensions through an integrative approach using multiple perspectives. Methodology: Fifteen interviews were conducted with experienced professionals in multiple areas of mergers and acquisitions. Content analysis was used to interpret the results. This enabled to achieve a more complete set of answers and potential solutions while comparing opinions on the same problems from slightly different angles. Results: Results show the existence of managerial hubris, emotional attachment and over-optimism in mergers and acquisitions. There was a relative support towards standardizing the process of mergers and acquisitions deals, but respondents advise to keep some creativity and flexibility. Conclusion: The article concludes by addressing key issues for mergers and acquisitions performance: capabilities and experience; organizational communication; internal coordination; and, key issues for decision-making. Keywords: Mergers and acquisitions, Synergies, Culture, Strategy, Growth, Performance.Ozadje / namen: Raziskava se osredotoča na spremenljivke, ki vplivajo na rezultate združitev in prevzemov, izhajajoč iz analize preteklih napak, da bi managerji lahko izluščili boljše strategije in sprejemali modrejše odločitve za izboljšanje rezultatov združitev in prevzemov. Študija prispeva k obstoječemu znanju o uspešnosti združitev in prevzemov z raziskovanjem razsežnosti kulturnih, vodstvenih in organizacijskih dejavnikov s pomočjo integrativnega pristopa z več perspektivami. Metodologija: Opravljenih je bilo petnajst intervjujev z izkušenimi strokovnjaki na več področjih združitev in prevzemov. Za interpretacijo rezultatov smo uporabili vsebinsko analizo. To je omogočilo celovitejši nabor odgovorov in možnih rešitev, ob primerjanju mnenj o istih problemih, obravnavanih z nekoliko različnih zornih kotov. Rezultati: Študija kaže na vpliv vodstvene ogroženosti, čustvene navezanosti in preveč optimizma pri združitvah in prevzemih. Pokazala se je zmerna podpora standardizaciji postopkov združitev in prevzemov, vendar anketiranci svetujejo, da ne pozabimo na kreativnost in prilagodljivost. Zaključek: Članek zaključuje z strnitvijo ključnih vprašanj glede uspešnosti združitev in prevzemov: zmogljivosti in izkušnje, organizacijska komunikacija, notranje usklajevanje in ključni dejavniki pri odločanju. Ključne besede: Združitve in prevzemi, Sinergije, Kultura, Strategija, Rast, Izvedba
Vloga transformacijskega podjetništva, pripravljenosti na spremembe in kontraproduktivnega delovnega vedenja dela pri povečanju uspešnosti zaposlenih
No full textBackground and Purpose: The company sustainability balancing economic with social impact to coexist whilst the transformation entrepreneurship create the coexist. The purpose of this research is to better understand the consequences of transformational entrepreneurship, in terms of increasing organizational readiness for change, minimizing counterproductive work behavior and enhancing employee performance. In addition, this paper aims to comprehend the extent to which organizational readiness for change and counterproductive work behavior affect employee performance.
Methodology: The data were collected via a survey of 257 branches of a state-owned bank. The structural equation model (SEM) was used to test the proposed model.
Findings: Transformational entrepreneurship positively and significantly affect organizational readiness for change and employee performance, and negatively and significantly affect counterproductive work behavior. Moreover, the result demonstrated a significantly positive effect of organizational readiness for change on employee performance, and demonstrated a significantly negative effect of counterproductive work behavior on employee performance.
Conclusion: Point of this study is the effectiveness of transformational entrepreneurship in directly affecting employees’ performance. However, the effect transformational entrepreneurship has on readiness for change and counterproductive work behavior adds its impact on employees’ performance and based on the direct effect, readiness for comes up much more impactful than the other two. It implies how volatile and dynamics the work (internal and external) situations that having employees ready for change can help them cope with such volatility and dynamics to reach better performance.
Keywords: Employee performance, Counterproductive work behavior, Readiness for change, Transformational entrepreneurshipOzadje in namen: Trajno p odjetje u ravnoteži g ospodarski i n d ružbeni v pliv, m edtem k o t ransformacijsko p odjetništvo ustvarja ravnotežje med gospodarskim in družbenim vplivom. Namen te raziskave je proučiti vpliv transformacijskega podjetništva na povečanje organizacijske pripravljenosti na spremembe, zmanjšanje kontraproduktivnega delovnega vedenja in povečanje uspešnosti zaposlenih. Poleg tega želi prispevek proučiti, v kolikšni meri organizacijska pripravljenost vpliva na spremembe in kontraproduktivno delovno vedenje na uspešnost zaposlenih.
Metodologija: Podatki so bili zbrani z anketo v 257 podružnicah državne banke. Za preizkus predlaganega modela smo uporabili model strukturne enačbe (SEM).
Ugotovitve: Transformacijsko podjetništvo pozitivno in pomembno vpliva na organizacijsko pripravljenost na spremembe in uspešnost zaposlenih ter negativno in pomembno vpliva na kontraproduktivno delovno vedenje. Poleg tega je študija pokazala znaten pozitiven učinek organizacijske pripravljenosti na spremembe na uspešnost zaposlenih in izrazito negativen učinek kontraproduktivnega delovnega vedenja na uspešnost zaposlenih.
Zaključek: Glavna ugotovitev te študije je, da se učinkovitost transformacijskega podjetništva kaže pri neposrednem vplivu na uspešnost zaposlenih. Vendar vpliv, ki ga ima transformacijsko podjetništvo na pripravljenost na spremembe in na kontraproduktivno delovno vedenje, poveča njegov vpliv na uspešnost zaposlenih. Neposredni učinek na je veliko pomembnejši od prej omenjenih dveh. Iz tega izhaja, da v volatilnih in dinamičnih so delovnih situacijah (notranjih in zunanjih), pripravljenost zaposlenih na spremembe lahko pomaga, da se spoprimejo s tako nestanovitnostjo in dinamiko in dosežejo boljše rezultate.
Ključne besede: Organizacijsko zaupanje; Organizacijska zavezanost; Zdravstvene organizacije, Strateško upravljanj
Kako zaznana organizacijska podpora vpliva na psihološki kapital? Posredniška vloga avtentičnega vodenja
No full textBackground and Purpose: Authentic leadership, the most noteworthy positive leadership style accepted by positive organizational behavior scholars, is famous for its contributions to psychological capitals. And, in fact, this leadership style can flourish and be experienced more easily in situations where there are supportive organizational conditions. Hence, in this study, we assume that organizational support is an important antecedent for experiencing and displaying authentic leadership. Furthermore, in organizations wherein authentic leadership is practiced, people may assume organizational support comes about thanks to their leaders’s management style, particularly where authentic leadership may shadow the effect of perceived organizational support on the psychological capitals of individuals. So, in our model we proposed that perceived organizational support will have a positive effect on both authentic leadership style and the psychological capitals of individuals. Moreover, authentic leadership will act as a mediator in this relationship.
Design/Methodology/Approach: For the related field research we collected data from professionals working in the service sector in Istanbul. Related data have been analysed with structural equation modelling in order to test our hypotheses.
Results: Results of this study confirmed our assumptions regarding the positive effects of perceived organizational support on authentic leadership and on four basic dimensions of psychological capital: self-efficacy, optimism, resilience, and hope. Moreover, our results confirmed the statistically significant effect of authentic leadership on psychological capital and partial mediator effect of authentic leadership in the relationship between perceived organizational support and psychological capital.
Conclusion: Our results indicate the importance of empowering employees and engaging in authentic leadership behaviour in increasing psychological capitals of employees and psychologically creating a more powerful workforce.
Keywords: Perceived organizational support, Authentic leadership, Psychological capitalOzadje in namen: Avtentično vodenje, najbolj opazen pozitiven stil vodenja, ki so ga sprejeli znanstveniki pozitivnega organizacijskega vedenja, je znan po svojem prispevku k psihološkim kapitalu. Ta slog vodenja obstaja in ga je lažje doživeti v razmerah, ko obstajajo podporni organizacijski pogoji. Zato v tej študiji predpostavljamo, da je organizacijska podpora pomemben predhodnik izkušenj in izkazovanja avtentičnega vodenja. Poleg tega lahko v organizacijah, v katerih se prakticira avtentično vodenje, ljudje domnevajo, da do organizacijske podpore prihaja zaradi načina vodenja njihovih vodilnih, zlasti kadar lahko avtentično vodenje zasenči učinek zaznane organizacijske podpore na psihološki kapital posameznikov. V našem raziskovalnem modelu smo torej predlagali, da bo zaznana organizacijska podpora pozitivno vplivala tako na avtentični stil vodenja kot na psihološki kapital posameznikov. Poleg tega bo avtentično vodenje v tem odnosu delovalo kot posrednik.
Oblikovanje / metodologija / pristop: Za namene raziskave smo zbrali podatke od strokovnjakov, ki delajo v storitvenem sektorju v Istanbulu. Zbrane podatke smo analizirali z modeliranjem strukturnih enačb, in tako preizkusili postavljene hipoteze.
Rezultati: Študija je potrdila naše hipoteze v zvezi s pozitivnimi učinki zaznane organizacijske podpore na avtentično vodenje in na štiri osnovne dimenzije psihološkega kapitala: samo-učinkovitost, optimizem, odpornost in upanje. Poleg tega so naši rezultati potrdili statistično pomemben vpliv avtentičnega vodenja na psihološki kapital in delni posredni učinek avtentičnega vodenja v povezavi med zaznano organizacijsko podporo in psihološkim kapitalom.
Zaključek: Naši rezultati kažejo na pomen opolnomočenja zaposlenih in vključevanja avtentičnega vodstvenega vedenja pri povečanju psihološkega kapitala zaposlenih in psihološkem vplivu na delovno učinkovitost zaposlenih.
Ključne besede: Zaznana organizacijska podpora, Avtentično vodstvo, Psihološki kapita
Izboljšanje upravljanja IT infrastrukture z uporabo upravljanja konfiguracije in zrelostnih modelov: sistematičen pregled literature in kritična analiza
No full textBackground and purpose: This research aims to investigate which benefits one may expect using Maturity Models in Configuration Management (CM) domain. CM is a support process that helps organizations have better management of their infrastructure. Its importance, in the Information Technology (IT) domain, has increased in recent years, despite this process not being technologically new, and the fact that many organizations implement this process in a haphazard way, which results in it not producing the benefits that it should produce. With the intention of assessing and improving the organizations’ IT processes practices and capabilities, MMs have been developed and implemented. However, the application of MM in the CM domain is yet to be explored.
Design/Methodology/Approach: Two Systematic Literature Reviews (SLRs) and a Critical Analysis were performed. In sum, 80 scientific articles of the most rated conferences and scientific journals were analyzed and conclusions were drawn.
Results: This research concludes that despite the CM process being badly implemented, using a MM this process could decrease operational costs and increase the quality management of the infrastructure.
Conclusion: However, no MM has been developed so far for the CM process practices. This MM would be a viable support tool for the IT organizations providers since this would help organizations have a mature CM process and better control of their IT infrastructure. Therefore, the existence of a MM for the CM domain would be a welcome advancement that should be developed in the future.
Keywords: Configuration Management Process, Maturity Models, IT Services Providers, Systematic Literature ReviewOzadje in namen: Cilj raziskave je proučiti, katere koristi lahko pričakujemo od uporabe modelov zrelosti (MM) v domeni upravljanja konfiguracije (CM). CM je podporni postopek, ki organizacijam pomaga, da imajo boljše upravljanje svoje infrastrukture. Njegov pomen na področju informacijske tehnologije (IT) se je v zadnjih letih povečal, čeprav ta postopek ni tehnološko nov. Številne organizacije izvajajo CM na neorganiziran in površen način, zato ne prinaša pričakovanih koristi. Z namenom ocenjevanja in izboljšanja praks in zmogljivosti IT v organizacijah so bili razviti in implementirani modeli zrelosti (MM). Uporaba MM v domeni CM še vedno ni ustrezno raziskana.
Zasnova / metodologija / pristop: Izvedena sta bila dva sistematična pregleda literature in kritična analiza. V celoti je bilo analiziranih 80 znanstvenih člankov najbolje uveljavljenih konferenc in znanstvenih revij.
Rezultati: V tej raziskavi ugotovili, da kljub slabemu izvajanju postopka upravljanja CM, lahko le-ta vseeno zmanjša operativne stroške in poveča kakovost upravljanja informacijske infrastrukture.
Zaključek: Do sedaj še ni bil razvit noben MM za prakse postopkov CM. Ta MM bi bil podporno orodje za upravljalce IT organizacij, saj bi s tem organizacijam pomagal do zrelega procesa upravljanja CM in boljšega nadzora nad svojo infrastrukturo IT. Zato bi bil obstoj MM za področje CM dobrodošel napredek, ki ga bi bilo treba razviti v prihodnosti.
Ključne besede: postopek upravljanja konfiguracije, modeli zrelosti, ponudniki IT storitev, sistematični pregled literature
Vpliv starejših odraslih na posodabljanje organizacije turističnih kmetij Slovenije
No full textBackground and purpose: The demographic structure of the countryside shows that the number of people aged 65 or more is increasing; however, they are still active and motivated for work and help the younger generation. The research aims at studying the influence of the elderly on the organisation of tourist farms; particularly the factors which affect the organisation of operation and modernisation thereof, such as the factors of inheritance, intergenerational organisational relationships and cooperation, the frequency of further training, inclusion of the elderly in tourist farms and the effect of the perceived changes in the organisation of subsidiary tourist activities on farms on the perception of modernisation.
Methodology: A critical review of secondary literature sources has been made and the findings were summarised by applying the synthesis method. Further on, a survey was conducted on tourist farms in all Slovenian cohesion regions in order to collect the data which was then analysed by multiple regression method, applying IBM SPSS software.
Results: Inheritance factors do not affect the perception of the modernisation of tourist farms in a statistically significant way; the same applies for intergenerational relationships for people, aged 51 or more while the influence was established for people under 51. Furthermore, the inclusion of the elderly does not have any influence neither does the frequency of further training while education and trainings themselves are important. It has been found out that the expansion of the offer, followed by the division of work, is the most significant for the perception of modernisation.
Conclusion: Survey results show good relationships among the social actors and possible solutions which can be implemented in order to help the population of the Slovenian countryside concerned.
Key words: The elderly, Modernising the organisation, Tourism, Tourist farms, Organisation.Ozadje in namen: Demografska struktura podeželja stara; vedno več je ljudi, ki so stari 65 ali več let, in so še vedno aktivni in motivirani za delo ter pomagajo mlajši generaciji. Cilj raziskave je proučiti vplive starejših odraslih na organizacijo turističnih kmetij, predvsem dejavnike vpliva na samo organizacijo poslovanja in njeno posodabljanje, kot so dejavniki dedovanja, medgeneracijski organizacijski odnosi in sodelovanje, pogostost dodatnega izobraževanja, vključenost starejših na turističnih kmetijah ter vpliv percipiranih sprememb organizacije dopolnilne turistične dejavnosti na kmetiji na dojemanje posodobljenosti.
Metodologija: Izdelali smo kritičen pregled sekundarnih virov literature in na osnovi metode sintez strnili ugotovitve. V nadaljevanju smo z anketo na turističnih kmetijah v vseh kohezijskih regijah Slovenije zbrali podatke in jih analizirali z metodami multiple regresije, ker smo uporabili program IBM SPSS.
Rezultati: Dejavniki dedovanja ne vplivajo statistično značilno na dojemanje posodobljenosti turističnih kmetij, podobno velja tudi za medgeneracijske odnose pri starejših od 51 let, vendar pa smo ugotovili vpliv pri mlajših od 51 let. Vključenost starejših prav tako ne vpliva, enako je s pogostostjo dodatnih izobraževanj, so pa pomembna sama izobraževanja in usposabljanja. Ugotovili smo, da ima največji vpliv na dojemanje posodobljenosti širitev ponudbe, kateri sledi delitev dela.
Zaključek: Rezultati raziskave nakazujejo dobre odnose med socialnimi akterji in možne rešitve, ki jih bo mogoče implementirati v obravnavano področje, da bi z njimi pomagali obravnavani populaciji slovenskega podeželja.
Ključne besede: Starejši odrasli, Posodabljanje organizacije, Turizem, Turistična kmetija, Organizacija
Vpliv posrednega učinka izmenjave med vodjo in timom, samo-učinkovitosti in psihološko opolnomočenje na delovnih rezultate medicinskih sester
No full textBackground: The main effects of leader-member relationship and the quality of supervisor-subordinate relationship are emphasized as main variables that help improve nurses’ job satisfaction and reduce exhaustion. The aim of this study is to examine the effects of the emotional intelligence, self-efficacy, and psychological empowerment on psychological exhaustion and job satisfaction of nurses using moderation-mediation effects of leader-member exchange (LMX).
Methods: A cross-sectional design was carried out in three public-sector hospitals in north west of Iran during 2016. A total of 138 self-administered questionnaires were used for analysis. The main hypotheses of this study were analyzed through applying mediation-moderation analysis using PROCESS model.
Results: The results revealed that LMX acted as a mediator between emotional intelligence and job satisfaction through converting its negative effect into positive one. The indirect effect of emotional intelligence on emotional exhaustion through leader-member exchange was strongly negative especially at higher levels of leader-member exchange.
Conclusions: High quality relationships between nurses and their superiors could improve their job outcomes. The negative relationship between emotional intelligence and emotional exhausting was more significant when leader-member exchange was taken into account. High emotional intelligence in nurses has negative effect on job satisfaction but by mediating role of LMX the effect changed to positive. LMX partially mediated the effect of emotional intelligence on job satisfaction, except when self-efficacy values were quite large. Psychological empowerment did not significantly moderate the relationship between emotional intelligence, leader-member exchange, and job outcome.
Implications for nursing managers: It is recommended to analyze the quality of leader-member exchange in the hospitals before using them for measurement of nurses’ satisfaction and their jobs’ outcomes. Managers should also concentrate more on leader-member exchange and try to improve its quality. Future studies are needed to investigate the effects of leader-member exchange quality in longer follow-up periods.
Key words: Emotional intelligence, Moderating mediating effect, Leader member Exchange (LMX), PsychologicalOzadje: Glavni učinki odnosa med vodjo in članom ter kakovost odnosa med podrejenim in nadrejenim so glavne spremenljivke, ki pomagajo izboljšati zadovoljstvo in zmanjšati izčrpanost medicinskih sester. Cilj te je študije preučiti učinke čustvene inteligence, samoučinkovitosti in psihološkega opolnomočenja na psihično izčrpanost in zadovoljstvo z medicinskimi sestrami s poudarkom na vplivu izmenjave med vodjo in timom
Metode: Podatke smo zbrali v treh javnih bolnišnicah na severozahodu Irana v letu 2016. Zbrali smo 138 za analizo uporabnih anketnih vprašalnikov. Glavne hipoteze te študije smo analizirali z uporabo analize mediacije- moderacije po modelu PROCESS
Rezultati: Rezultati so pokazali, da je izmenjava med vodji in timom (Leader Member Exchange - LMX) delovala kot posrednik med čustveno inteligenco in zadovoljstvom z delom in spremenila negativen učinek v pozitivnega. Posredni učinek čustvene inteligence na čustveno izčrpanost z izmenjavo voditeljem in člani je bil močno negativen, zlasti pri višjih ravneh izmenjave med člani in vodjo..
Zaključki: Študija je pokazala, da lahko kakovostni odnosi med medicinskimi sestrami in nadrejenimi izboljšajo rezultate dela. Negativni odnos med čustveno inteligenco in čustvenim izčrpavanjem je bil izrazitejši, če smo upoštevali izmenjavo med člani tima in vodjo. Visoka čustvena inteligenca pri medicinskih sestrah negativno vpliva na zadovoljstvo z delovnim mestom, vendar se s posredovanjem vloge izmenjave med člani in vodjo vpliv spremenil v pozitivnega. Izmenjava med vodjo in timom je delno posredovala učinek čustvene inteligence na zadovoljstvo z delovnim mestom, razen kadar so bile vrednosti samo-učinkovitosti precej velike. Psihološko opolnomočenje ni bistveno vplivala na povezave med čustveno inteligenco, izmenjavo med vodjo in člani in rezultati dela.
Implikacije za vodje zdravstvene nege: Priporočamo, da vodje je preučijo kakovost izmenjave med vodji in člani timov v bolnišnicah, preden jih uporabijo za merjenje zadovoljstva medicinskih sester in rezultatov njihovega dela. Menedžerji naj se tudi bolj osredotočijo na izmenjavo med vodji in člani tima in poskušajo izboljšati kakovost v le-tega. Nadaljnje študije so potrebne za raziskovanje učinkov različnih učinkov kakovosti izmenjave med člani in vodji v daljših obdobjih spremljanja.
Ključne besede: Čustvena inteligenca, Izmenjava med vodji in člani (LMX), Psihološko opolnomočenj
Vpliv statistične pismenosti na odzivanje na spremembe v okolju
No full textBackground and Purpose: Due to constant social, technological and economic change, social actor, interacting with environment, is constantly faced with the need to acquire new knowledge and develop different competences – field of statistics included. The latter, with development of statistical literacy, enables one to reflectively analyse environment and respond to its changes. The aim of this paper is to determine response effectiveness of a better statistically literate social actor to environmental changes from perspective of different generations in Slovenia.
Design/Methodology/Approach: Empirical data was collected through a survey questionnaire, processed and analysed using chosen descriptive and inferential statistical methods. 1239 respondents of all three Slovenian generations participated. Two research questions were asked, one relating to the whole sample and the other to three subsamples according to age groups and generations.
Results: Based on whole sample of all three generations, it can be concluded that statistical literacy influences responsiveness of social actor to environmental changes. Survey results show that better statistically literate social actors are more completely and actively involved in working environment, personal and social life and respond to environmental changes more effectively.
Conclusion: More attention, on urgency to develop statistical literacy individually in professional and everyday life, should be put on raising awareness of statistical knowledge importance to cope with environmental changes and improving supply and accessibility of formal and informal forms of statistical education for all generations.
Research results will also contribute to better planning and implementation of statistics education at the level of educational institutions and teachers of all three generations.
Keywords: environmental change, statistics, statistical literacy, social actor, education, generationsOzadnje in namen: Ob stalnih družbenih, tehnoloških in ekonomskih spremembah se socialni akter v interakciji z okoljem permanentno sooča s potrebo po usvajanju novega znanja in razvijanju različnih kompetenc - tudi na področju statistike. To mu ob ustrezno razviti statistični pismenosti omogoča refleksivno analizo okolja in odzivanje na spremembe v okolju. Namen prispevka je preučiti učinkovitost odzivanja bolje statistično pismenega socialnega akterja na spremembe v okolju s perspektive različnih generacij v Sloveniji.
Zasnova/Metodologija/Pristop: Empirične podatke smo zbrali z anketnim vprašalnikom ter jih obdelali in analizirali z izbranimi metodami deskriptivne in inferenčne statistike. V raziskavo smo vključili 1239 anketirancev vseh treh slovenskih generacij. Zastavili smo si dve raziskovalni vprašanji, kjer se eno nanaša na celotni vzorec in drugo na tri podvzorce glede na starostne skupine oziroma generacije.
Rezultati: Na celotnem vzorcu in tudi v vseh treh generacijah ugotavljamo, da statistična pismenost vpliva na odzivnost socialnega akterja na spremembe v okolju. Rezultati raziskave kažejo, da bolje statistično pismeni socialni akterji bolj polno in aktivno delujejo v delovnem, osebnem in družbenem življenju in se učinkoviteje odzivajo na spremembe v okolju.
Zaključek: Več pozornosti o nujnosti razvoja statistične pismenosti pri posamezniku, tako v poklicnem, kot tudi vsakdanjem življenju, bomo morali usmeriti v osveščanje in ozaveščanje vseh generacij o pomenu statističnega znanja za soočanje s spremembami v okolju, izboljšanje ponudbe in dostopnosti formalnih in neformalnih oblik statističnega izobraževanja za vse generacije. Rezultati raziskave bodo prispevali tudi k boljšemu načrtovanju in izvajanju statističnega izobraževanja na ravni izobraževalnih institucij in učiteljev vseh treh generacij.
Ključne besede: okoljske spremembe, statistika, statistična pismenost, socialni akter, izobraževanje, generacij