Organization - Journal of Management, Informatics and Human Resources / Organizacija - Revija za management, informatiko in kadre (University of Maribor)
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Vloga dinamičnih sposobnosti pri odnosu med razvojem človeških virov in organizacijsko učinkovitostjo
No full textBackground and purpose: The recent literature established that human resource development (HRD) is significantly related to organizational effectiveness (OE). In rapidly changing environments, the organizations should strive to address the shifts in the environment and cope with markets conditions through developing dynamic capabilities, in return, enhance organizational effectiveness. The main purpose of this study is to examine the mediating role of dynamic capabilities on the relationship between human resources development and organizational effectiveness in the Iraqi public universities context.
Design/Methodology/Approach: Data were collected through an online questionnaire survey from 215 employees executive and non-executive employees working in the selected public universities in Iraq. Structural equation modeling (SEM) was employed to test the proposed research model.
Results: The analyzed data supported all the hypothesized relationships of the study. This study finds that HRD practices have a significant influence on organizational effectiveness and dynamic capabilities. Further, dynamic capabilities significantly influence on organizational effectiveness. Also, the study empirically supports the mediating effect of dynamic capabilities on the relationship between HRD practices and organizational effectiveness.
Conclusion: In the literature, there is still a lack of how HRD practices impact on organizational effectiveness through the mechanisms of dynamic capabilities. Therefore, this research contributes to the literature by pointing out the mediating role of dynamic capabilities on the relationship between HRD and organizational effectiveness. Based on the existing literature and empirical results, the study provides the theoretical and practical implications which are further discussed in detail.
Keywords: Human resource development, Dynamic capabilities, Organizational effectivenessOzadje in namen: Novejša literatura je pokazala, da je razvoj človeških virov (HRD) pomembno povezan z organizacijsko učinkovitostjo (OE). V hitro spreminjajočih se okoljih bi si morale organizacije prizadevati za reševanje sprememb v okolju in se spoprijeti s tržnimi razmerami z razvojem dinamičnih zmogljivosti, v zameno pa povečati organizacijsko učinkovitost. Glavni namen te študije je preučiti posredovalno vlogo dinamičnih zmogljivosti pri povezavi med razvojem človeških virov in uspešnostjo organizacije na iraških javnih univerzah.
Zasnova / metodologija / pristop: Podatki so bili zbrani s spletno anketo med 215 zaposlenimi na izbranih javnih univerzah v Iraku. Za testiranje predlaganega raziskovalnega modela je bilo uporabljeno modeliranje strukturnih enačb (Structural Equation Modelling - SEM).
Rezultati: analiza podatkov je podprla vsa predpostavljena razmerja študije. Pokazalo se je, da HRD prakse pomembno vplivajo na organizacijsko učinkovitost in dinamične sposobnosti. Nadalje dinamične zmogljivosti pomembno vplivajo na učinkovitost organizacije. Študija tudi empirično podpira posredovalni učinek dinamičnih sposobnosti na odnos med praksami HRD in organizacijsko učinkovitostjo.
Zaključek: Literatura še ni v celoti pojasnila, kako HRD prakse vplivajo na učinkovitost organizacije s pomočjo mehanizmov dinamičnih sposobnosti. Naša raziskava ugotavlja posredniško vlogo dinamičnih sposobnosti na povezavi med HRD in organizacijsko učinkovitostjo. Na podlagi obstoječe literature in empiričnih rezultatov študija ponuja teoretične in praktične posledice, ki so podrobneje predstavljene v članku.
Ključne besede: razvoj človeških virov, dinamične sposobnosti, organizacijska učinkovitos
Vpliv zanesljivosti informacijske tehnologije na oblikovanje organizacijske inovativnosti MSP
No full textBackground and Purpose: This article refers to the relation between information technology (IT) reliability and types of innovations. The main objective of the article is to identify the role of reliability of IT (mainly information reliability) in shaping organization ability to develop different types of innovations, according to Oslo Manual. Design/Methodology/Approach: Theoretical concept of IT reliability is proposed as a one of innovation determinants. Authors proposed four hypotheses and developed a questionnaire to measure the relation between four types of innovation (product, process, organizational and marketing) and IT reliability. The hypotheses were verified using data collected in 2017 from 400 SMEs operating in Poland. Results: Information reliability as the whole notion is statistically significantly correlated with all four types of innovation in organization. Searchability, accuracy and relevance of information have significant relation with product, process, organizational and marketing innovation. Conclusion: The performed empirical research should be treated as the first step of the analysis of innovation determinants, however allowing to draw a set of conclusions useful for the development of next steps of the study. Keywords: management, information technology, IT reliability, types of innovationOzadje in namen: Članek analizira odnos med zanesljivostjo informacijske tehnologije (IT) in vrstami inovacij. Glavni cilj članka je ugotoviti vlogo zanesljivosti informacijske tehnologije (predvsem informacijske zanesljivosti) pri oblikovanju sposobnosti organizacije za razvoj različnih vrst inovacij, po priročniku Oslo Manual.
Zasnova / Metodologija / Pristop: Predlagan je teoretični koncept zanesljivosti informacijske tehnologije kot eden od determinant inovativnosti. Avtorji so predlagali štiri hipoteze in razvili vprašalnik za merjenje razmerja med štirimi vrstami inovacij (produkt, proces, organizacija in marketing) in zanesljivost IT. Hipoteze so bile preverjene z uporabo podatkov, zbranih v letu 2017 od 400 MSP, ki delujejo na Poljskem.
Rezultati: Zanesljivost informacij kot celoten pojem je statistično značilno povezana z vsemi štirimi tipi inovacij v organizaciji. Iskanje, natančnost in ustreznost informacij imajo pomembno povezavo s produktnimi, procesnimi, organizacijskimi in trženjskimi inovacijami.
Zaključek: Izvedene empirične raziskave je treba obravnavati kot prvi korak v analizi determinant inovacij, vendar omogočajo pripravo sklopa zaključkov, koristnih za razvoj naslednjih korakov študije.
Ključne besede: management, informacijska tehnologija, IT zanesljivost, vrste inovaci
Kako lahko orkestracija robot / človek pomaga kadrovskem oddelku: Študija primera pilotne implementacije
No full textBackground and Purpose: Motivation of this research is to explore the current trend in automating the business processes through software robots (Robotic Process Automation – RPA) and its managing within enterprise environment where most of the processes are executed by human workforce. As the RPA technology expands the demand for its coordinating grows as well. The possible solution to this challenge is shown in case study research in form of implementing orchestration platform to a concrete business process of onboarding in HR department of a multinational company. The aim of this paper is to explore the phases and activities of the pilot project implementation of Robotic Service Orchestration (RSO) in combination with RPA technology and to assess the potential benefits.
Design/Methodology/Approach: Case study research approach was selected to explore the research phenomena, which is the implementation of RSO platform in combination with RPA technology and assessing incoming benefits. The case is formed with 2 companies – (1) multinational company with ongoing effort of automating onboarding process, (2) technology and consulting company delivering the automation solution. Data were collected through semi-structured interviews with respondents from two involved companies and by analysing internal documents.
Results: The analysis of case provided in this paper revealed some key insights: (1) strategical position of RSO and tactical position of RPA towards the existing legacy systems, (2) need for increased focus on initial process modelling phase, (3) Application Programming Interface (API) integration is more viable solution for RPA, (4) the biggest benefit of RPA - its agility, (5) future potential of the RSO replacing the BPMS.
Conclusions: First of all, there is a need of higher number of software robots adopted in a company before orchestration could pay off. On the other side, current Business Process Management Systems (BPMS) solutions don’t offer functionalities for managing human and software robots workforce altogether. RPA is expected to expand and without proper orchestration the effectivity will not grow constantly.
Keywords: Robotic service orchestration, Robotic process automation, Pilot implementation, Case study, Human resources.Ozadje in namen: Cilj naše raziskave je proučiti trenutni trend avtomatizacije poslovnih procesov s programskimi roboti (Robotic Process Automation - RPA) in njihovo upravljanje znotraj podjetniškega okolja, kjer večino procesov izvaja človeška delovna sila. Z vse večjo uporabo tehnologije RPA raste tudi povpraševanje po njenem usklajevanju. Na možno rešitev tega izziva kažejo v študije primerov, kjer so uvedli orkestracijsko platformo konkretnega poslovnega procesa na kadrovskem oddelku. Namen tega prispevka je raziskati faze in dejavnosti pilotnega projekta orkestracije robotskih storitev (RSO) v kombinaciji s tehnologijo RPA in oceniti morebitne koristi.
Oblikovanje / metodologija / pristop: Za namene naše raziskave smo uporabili pristop študije primera, to je implementacije platforme RSO v kombinaciji s tehnologijo RPA, in predlagali oceno prihodnjih koristi. Primer je vključuje dve podjetji - (1) večnacionalno podjetje, ki si nenehno prizadeva za avtomatizacijo postopka, (2) tehnološko in svetovalno podjetje, ki ponuja rešitve za avtomatizacijo. Podatki so bili zbrani s polstrukturiranimi intervjuji z anketiranci iz teh dveh podjetij in z analizo internih dokumentov.
Rezultati: Analiza primera iz tega prispevka je pokazala na nekaj ključnih spoznanj: (1) strateški položaj RSO in taktični položaj RPA do obstoječih sistemov, (2) potreba po večji osredotočenosti na začetno fazo modeliranja procesa, (3) uporaba oz. vključevanje programskega vmesnika (API) je izvedljiva rešitev za RPA, (4) največja prednost RPA je njegova prilagodljivost in (5) RSO ima potencial, da v prihodnosti nadomesti BPMS.
Zaključki: Preden bi se orkestracija lahko izplačala, je najprej potrebno v podjetju uvesti večje število programskih robotov. Na drugi strani pa sedanje rešitve sistemov za upravljanje poslovnih procesov (BPMS) ne ponujajo funkcionalnosti za upravljanje človeške in programske robotske delovne sile. Pričakuje se, da se bo RPA razširil, brez ustrezne orkestracije pa učinkovitost ne bo mogla rasti.
Ključne besede: orkestracija robotskih storitev, avtomatizacija robotskih procesov, pilotna izvedba, študija primera, človeški vir
Pristopi k oblikovanju metodologije vodenja projektov
No full textBackground and Purpose: The selection of a “right” project management methodology for a particular project represents a problem of great importance. Its solution affects crucial project parameters like cost, duration, product quality, and the project’s success in general. The purpose of this study is to present a method for the formation of the project management methodology and illustrate its applicability on a software development project’s example.
Design/Methodology/Approach: In this study, we describe the method of project management methodology formation that allows the forming of a specialized methodology for any IT project considering the fuzziness of information about the project, its environment, and existing expert’s recommendations. The method involves 1) collecting baseline information using a questionnaire, 2) calculating weighted Hamming and Euclidean distances, 3) solving a three-criterion optimization problem using a minimax approach with fuzzy input data.
Results: All six stages of the project management methodology formation’s method (project evaluation, basis selection, alternative methodologies formation, methodology selection, methodology application, and methodology tailoring) were applied to form a specialized project management methodology for an IT project to increase the possibility of its success. The most appropriate alternative based on DSDM was selected and applied to manage the project.
Conclusions: The given method allows the forming of a specialized project management methodology based on the components of Generalized Body of Knowledge for any IT project considering specific conditions of the project and its environment.
Keywords: Methodology, Project management, Formation, Application, Method.Ozadje in namen: Izbira „prave“ metodologije vodenja projektov je za konkretni projekt zelo pomembna. Metodologija vodenja vpliva na ključne parametre projekta, kot so stroški, trajanje, kakovost izdelka in uspeh projekta na splošno. Namen te študije je predstaviti metodo za oblikovanje metodologije vodenja projektov in prikazati njeno uporabnost na primeru projekta za razvoj programske opreme.
Oblikovanje / metodologija / pristop: V tej študiji predstavimo način oblikovanja metodologije vodenja projektov, ki omogoča oblikovanje specializirane metodologije za kateri koli IT projekt ob upoštevanju nejasnosti informacij o projektu, njegovem okolju in obstoječih priporočil strokovnjakov. Metoda vključuje 1) zbiranje izhodiščnih informacij s pomočjo vprašalnika, 2) izračunavanje uteženih Hammingov in evklidskih razdalj, 3) reševanje problema s tremi kriteriji optimizacije z uporabo pristopa minimax z mehkimi vhodnimi podatki.
Rezultati: Za oblikovanje specializirane metodologije upravljanja projektov za IT-projekt je bilo uporabljenih vseh šest stopenj metode oblikovanja projektne metodologije (evalvacija projektov, izbira osnove, oblikovanje alternativnih metodologij, izbira metodologije, uporaba metodologije in krojenje metodologije). Za upravljanje projekta je bila izbrana in uporabljena najustreznejša alternativa, ki temelji na DSDM.
Zaključki: Dana metoda omogoča oblikovanje specializirane metodologije upravljanja projektov, ki temelji na sestavnih delih splošnega znanja za kateri koli IT projekt ob upoštevanju posebnih pogojev projekta in njegovega okolja.
Ključne besede: metodologija, vodenje projektov, formacija, uporaba, metod
Zaznana organizacijska podpora, alternativne zaposlitvene priložnosti, organizacijska zavzetost, zadovoljstvo na delovnem mestu in namen zamenjati zaposlitev: moderiran model
No full textBackground and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study. Keywords: Organizational Commitment, Employees, Turnover IntentionOzadje in namen: V članku smo evalvirali strukturni model, ki opredeljuje posredni vpliv organizacijske zavezanosti na povezavo med zaznano organizacijsko podporo, zaznanimi alternativnimi možnostmi za zaposlitev in namero o zamenjavi zaposlitve ter posredniško vlogo zadovoljstva z delom.
Zasnova / metodologija / pristop: Z vprašalnikom smo zbrali podatke med jordanskimi malimi in srednje velikimi podjetji (MSP). Pridobljene podatke (n = 270) smo analizirali s sodobnim programom za modeliranje strukturnih enačb (PLS-SEM) SmartPLS v3.
Rezultati: Rezultati naše analize so pokazali, da organizacijska zavzetost posreduje povezavo med zaznano organizacijsko podporo in namenom za zamenjavo zaposlitve, zaznanimi alternativnimi možnostmi za zaposlitev in namenom o zamenjavi zaposlitve. Poleg tega zadovoljstvo z delovnim mestom ne vpliva na povezavo med organizacijsko podporo, zaznano alternativno možnostjo zaposlitve in organizacijsko zavzetostjo.
Zaključki: Študija je med prvimi, ki prikazuje posredni vpliv organizacijske zavezanosti na povezavi med zaznano organizacijsko podporo, zaznano alternativno možnostjo zaposlitve in namero o zamenjavi zaposlitve. Analizirani so teoretični in praktični vplivi, nakazane so na potencialne prihodnje raziskovalne usmeritve, ki temeljijo na ugotovitvah, ki so bila argumentirane v tej študiji.
Ključne besede: organizacijska zavzetost, zaposleni, namen zamenjati zaposlite
Analiza interno ustvarjenih kazalnikov dobrega imena: Študija primera Slovaške republike
No full textBackground and purpose: Knowing key indicators of goodwill value can contribute to its effective management and growth of the market value of the enterprise. The purpose of this research is to identify individual goodwill indicators. The paper aim is to obtain potential indicators of enterprise goodwill under the conditions of the Slovak Republic.
Design/Methodology/Approach: Paper data included 11,483 financial statements of Slovak enterprises in 2017. The value of residual enterprise income represents the value of goodwill. Input data for the identification of goodwill indicators represented 15 financial-economic variables. Outliers in data were searched and removed through an interquartile range. Multicollinearity among input variables, by the coefficient of determination and variance inflation factor, was also analysed. A statistically significant correlation between goodwill and its potential indicator were tested by the significance test of the Pearson correlation coefficient and correlation matrixes.
Results: Research results reveal the existence of a statistically significant correlation between goodwill and 8 input variables, which represent its potential vital indicators.
Conclusion: Paper findings bring new possibilities for goodwill management, which may create an essential competitive advantage of a company. For the scientific community, the findings represent sources of potential goodwill indicators which can be used for the creation of the new model of goodwill valuation in future research.
Keywords: Goodwill; Residual income; Key indicators; CorrelationOzadje in namen: Poznavanje ključnih kazalnikov vrednosti dobrega imena lahko prispeva k učinkovitemu upravljanju dobrega imena in rasti tržne vrednosti podjetja. Namen te raziskave je prepoznati posamezne kazalnike dobrega imena. Cilj prispevka je pridobiti potencialne kazalnike dobrega imena za podjetja pod pogoji Slovaške republike.
Oblikovanje / metodologija / pristop: Podatki, ki smo jih analizirali v članku so vključevali 11.483 računovodskih izkazov slovaških podjetij iz leta 2017. Vrednost preostalega dohodka podjetja predstavlja vrednost dobrega imena. Vhodni podatki za identifikacijo kazalnikov dobrega imena so 15 finančno-ekonomskih spremenljivk. Analizirali smo tudi multikolinearnost med vhodnimi spremenljivkami s koeficientom določitve in faktorjem inflacije. Statistično pomembna korelacija med dobrim imenom in njegovim potencialnim kazalnikom je bila preizkušena s testom značilnosti koeficienta Pearsonove korelacije in korelacijskih matrik.
Rezultati: Obstaja statistično pomembna korelacija med dobrim imenom in 8 vhodnimi spremenljivkami, ki predstavljajo njegove potencialne vitalne kazalnike.
Zaključki: Ugotovitve iz članka prinašajo nove možnosti za upravljanje dobrega imena in lahko bistveno pripomorejo bistveno h konkurenčni prednosti podjetja. Za znanstveno skupnost ugotovitve predstavljajo vire potencialnih kazalcev dobrega imena, ki jih je mogoče uporabiti za oblikovanje novega modela vrednotenja dobrega imena v prihodnjih raziskavah.
Ključne besede: dobro ime; preostali dohodek; ključni kazalci; korelacija
Prakse, ki temeljijo na znanju, in inovacije v malih in srednje velikih podjetjih
No full textBackground and purpose: Recent reviews of the human resource management (HRM) literature continue to position knowledge management and intellectual capital as the key determinants for competitiveness, productiveness and organizational performance. This article explores the nexus between knowledge-based HRM practices, knowledge management capacity, intellectual capital, product and process innovation in small and medium-sized enterprises (SMEs). Design/Methodology/Approach: Data were gleaned from 250 registered SMEs in Jordan using a simple random sampling technique. A covariance structural equation modelling (CB-SEM) was deployed in testing the proposed research model. Results: The findings cast light on the positive influence of knowledge-based HRM practice of SMEs on SMEs knowledge management capacity, intellectual capital and, product and process innovation. Similarly, knowledge management capacity SMEs exerts positive impact on their intellectual capital and, product and process innovation. Intellectual capital also emerges as a strong predictor for SMEs product and process innovation. Finally, a serial indirect effect (mediation) of knowledge management capacity and intellectual capital on the relationship between knowledge-based HRM practice of SMEs and, product and process innovation were revealed. Conclusion: Knowledge-based HRM practices and innovation have received vast amount of research attention, yet there is a lack of understanding on the process by which the former leads to the latter. Drawing on knowledge-based view (KBV) theory, this study is among the first attempts to unveil the structural process between knowledge-based HRM practices and innovation through knowledge management capacity and intellectual capital. This study theoretically validated the KBV framework in a non-Western context and demonstrate the importance of knowledge-based HRM practices for SMEs innovativeness. The findings do not only provide useful insights for managers and scholars, but also serve as the building block for future research. Keywords: HR Practices; intellectual capital; product innovation; process innovation; knowledge capacityOzadje in namen: Nedavni pregledi literature o upravljanju s človeškimi viri (HRM) še naprej postavljajo upravljanje znanja in intelektualni kapital kot ključne dejavnike za konkurenčnost, produktivnost in organizacijsko uspešnost. Članek raziskuje povezavo med praksami na področju znanja, ki temeljijo na znanju, zmogljivosti upravljanja znanja, intelektualnega kapitala, inovacij v proizvodih in procesih v malih in srednje velikih podjetjih (MSP). Zasnova / metodologija / pristop: Podatki so bili zbrani pri 250 registriranih MSP v Jordaniji s pomočjo preproste tehnike naključnega vzorčenja. Modeliranje kovariančne strukturne enačbe je bilo uporabljeno pri preskušanju predlaganega raziskovalnega modela. Rezultati: Ugotovitve osvetljujejo pozitiven vpliv prakse na znanju managementa malih in srednjih podjetij, ki temelji na znanju, na sposobnosti upravljanja znanja, intelektualnega kapitala in inovacij v proizvodih in procesih MSP. MSP, ki upravlja z znanjem, lahko pozitivno vpliva na svoj intelektualni kapital ter inovacije proizvodov in postopkov. Intelektualni kapital se kaže tudi kot močan napovedovalec inovacij proizvodov in procesov v MSP. Ugotovili smo tudi serijski posredni učinek (mediacijo) sposobnosti upravljanja znanja in intelektualnega kapitala na odnos med prakso, ki temelji na znanju, HRM in MSP, ter inovativnost izdelkov in procesov. Zaključek: Praksa in inovativnost temelječa na znanju, sta bili deležni veliko pozornosti raziskovalcev, vendar je razumevanja procesa, s katerim znanje vodi do inovativnosti, nepopolno. Na podlagi teorije, ki temelji na znanju (KBV), je ta študija med prvimi poskusi, da se razkrije strukturni proces med praksami in inovacijami, ki temeljijo na znanju, in inovacijami prek zmogljivosti za upravljanje znanja in intelektualnega kapitala. Študija je teoretično ovrednotila okvir KBV v ne-zahodnem kontekstu in pokazala pomembnost na znanju temelječe prakse HRM za inovativnost MSP. Ugotovitve ne zagotavljajo le koristnih spoznanj za menedžerje in strokovnjake, ampak lahko služijo tudi kot gradnik za nadaljnje raziskave. Ključne besede: prakse kadrovanja; intelektualni kapital; inovacije izdelkov; inovacije procesov; znanjske zmogljivost
Prenova organizacij: model samo-organizirane procesne organizacije (SOPO)
No full textBackground and Purpose: Self-organization in teams and Business Process Orientation have been subjects of many separate researches, yet there is lack of research actually joining it within a common research. The purpose of our research is to define a research model for new type of service organization - called SOPO (Self-Organised Process Organization). This model sets research base to determine SOPO’s maturity level and a self-assessment tool, helping new emergence or transitions of existing organization toward SOPO.
Methodology: We conducted a case researches in three ICT service companies, which were undergoing a transition process towards SOPO. We conducted several in-depth, un-structured and structured part of interviews with employees holding three different positions in each organization. Hereby we present the researched organisation with most explicit case.
Results: We defined the key elements of the model and tested it in a case research. Key elements are Self-Organised Work Teams (SOWT) and Business Process Orientation (BPO). Both SOWT and BPO are positively affecting level of SOPO. Level of SOPO is positively related to both, enthusiasm of personnel to work in self-organised environment and perceived Quality of Service (QS).
Conclusion: SOPO model can be used: (1) in existing companies as a blueprint for SOPO implementation, (2) to assess the maturity level of companies reinventing their organizational structure, and (3) helping SOPO organizations to structure changes toward higher service quality. SOPO model is a viable starting point in further research. Further verification of the SOPO model by a quantitative research is needed.
Keywords: self-organization, business process orientation, service quality, SOPO, reinventing organizationsOzadje in namen: Samo-organizacija timov in poslovno procesna usmeritev sta predmet številnih ločenih raziskav, hkrati pa primanjkuje raziskav, ki bi oba pristopa združevala v okviru skupne raziskave. Namen naše raziskave je opredeliti raziskovalni model za novo vrsto storitvene organizacije - SOPO (samo organizirana procesna organizacija). Ta model, kot orodje za samoocenjevanje, postavlja nove temelje za določanje razvojne stopnje SOPO in lahko novim organizacijam ob nastajanju ali obstoječim organizacijam pri prenovi, pomaga organsko slediti SOPO razvojno smer.
Metodologija: V treh IKT-storitvenih podjetjih v procesu prehoda v SOPO, smo izvedli raziskavo primera. Izvedli smo več poglobljenih, nestrukturiranih in strukturiranih intervjujev z zaposlenimi na treh različnih položajih v vsaki organizaciji. V teh okvirih podrobneje predstavljamo raziskano organizacijo z najbolj eksplicitnim primerom.
Rezultati: Določili smo ključne elemente modela in ga v raziskavi primera preverjali. Ključni elementi so: samoorganizirane delovne skupine (SOWT) in poslovno procesna usmeritev (BPO). Tako SOWT kot BPO pozitivno vplivata na raven SOPO. Raven SOPO je pozitivno povezana tako z navdušenjem osebja za delo v samo-organiziranem okolju, kot tudi do zaznane kakovosti storitve (QS).
Zaključek: SOPO model je lahko uporaben: (1) v obstoječih podjetjih kot načrt za implementacijo SOPO, (2) za ocenjevanje stopnje zrelosti podjetij, ki spreminjajo svojo organizacijsko strukturo, in (3) v podporo organizacijam SOPO pri strukturiranju sprememb v smeri zagotavljanja višje kakovosti storitev. Model SOPO je lahko smiselno izhodišče za nadaljnje raziskave. Potrebno je tudi nadaljnje preverjanje modela SOPO z uporabo kvantitativnih raziskav.
Ključne besede: samoorganizacija, poslovno procesna usmeritev, kakovost storitev, SOPO, prenova organizaci
Management starejših: Kaj se lahko naučimo od modne oblikovalke v panogi prestižnih luksuznih usnjenih torb z več kot 50-letnimi delovnimi izkušnjami?
No full textBackground and Purpose: While the world population is aging, the aim of this study is to bring new knowledge into age management research by investigating the most important factors that encourage older employees to remain in the labour market longer, also after meeting the official retirement age, based on an in-depth qualitative case study of the high-end luxury fashion designer with more than 50 years of working experience.
Design/Methodology/Approach: We conducted an inductive case study in fashion industry. Specifically, our case study is build based on the content analysis of secondary data as well as an in-depth interview with the general manager in the fashion and high-end luxury industry in Slovenia.
Results: The proposed conceptual model shows key facets, as assigned overarching categories, namely-vitality, intrinsic motivation, adapting, lifelong learning, and positive emotions and therefore contributes to the age management phenomena. Within the presented case study, we found out that the selected facets are the most important factors for the encouragement to remain in the labor market and to ensure flexible retirement processes in dealing with the challenges of an aging population and workforce.
Conclusion: Our study contributes to the theory and practice of age management by narrowing our focus on the best practice from selected high-end luxury fashion industry designer in Slovenia. What can we learn from high-end luxury fashion designer with more than 50 years of working experience? As the presented case study cannot be generalized to population, the presented case contributes to the field of age management and empowers people to rethink and stay active after meeting the official retirement age.
Keywords: Adult learning; Older workers; Retirement; Age management; Fashion industry; Intrinsic motivation; Vitality; SloveniaOzadje in namen: Medtem, ko se svetovna populacija stara, je cilj te študije vključiti nova znanja na področju managementa starejših, na način da se preučijo najpomembnejši dejavniki, ki starejše zaposlene spodbujajo, da ostanejo dlje na trgu dela, tudi po izpolnitvi uradne upokojitvene starosti. Raziskava temelji na poglobljeni kvalitativni študiji primera z modno oblikovalko prestižnih usnjenih torb z več kot 50-letnimi delovnimi izkušnjami v panogi luksuznih izdelkov.
Zasnova / metodologija / pristop: Izvedli smo induktivno študijo primera v modni industriji luksuznega oblikovana. Naša študija primera temelji na vsebinski analizi sekundarnih podatkov in na poglobljenem intervjuju z direktorico podjetja iz panoge luksuzne modne industrije v Sloveniji.
Rezultati: Predlagani konceptualni model prikazuje ključne vidike kot prevladujoče koncepte, in sicer vitalnost, intrinzično motivacijo, prilagodljivo, vseživljenjsko učenje in pozitivna čustva, ki pomembno prispevajo k managementu starosti na primer preučevane študije primera. V predstavljeni študiji primera smo ugotovili, da so izbrani vidiki najpomembnejši dejavniki za spodbudo za ohranitev na trgu dela in za zagotovitev prožnih upokojitvenih procesov pri soočanju z izzivi staranja prebivalstva in delovne sile.
Zaključki: Naša študija prispeva tako k teoriji in praksi managementa starejših, saj zoži pozornost na najboljše prakse izbrane vrhunske modne oblikovalke iz Slovenije na primeru panoge prestižnih usnjenih torb. Kaj se lahko naučimo od modne oblikovalke v panogi prestižnih luksuznih usnjenih torb z več kot 50-letnimi delovnimi izkušnjami? Ker predstavljene študije primera ni mogoče posplošiti na populacijo, predstavljeni primer prispeva k področju managementa starosti in prebivalstvo opolnomoči, da v luči demografskega staranja Evrope razmislijo in ostanejo delovno aktivni tudi po izpolnitvi uradne upokojitvene starost.
Ključne besede: učenje odraslih; starejši delavci; upokojitev, management starosti, modna industrija, intrinzična motivacija; vitalnost; Slovenija
