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1.
RELATIONSHIP BETWEEN KNOWLEDGE MANAGEMENT INFORMATION SOLUTIONS AND HUMAN RESOURCE MANAGEMENT IN IT COMPANIES
Jelena Horvat, 2015, doctoral dissertation

Abstract: Knowledge has been recognized as currency for organizational sustenance and competitive advantage and is the most prominent among traditional factors of production, such as land, labour and capital. Human resource management (HRM) includes decisions that affect the success of business, all with aim of achieving long-term goals. This thesis supports the premise of relationship between HRM and knowledge management (KM) with focus on information solutions and aims to elaborate on this link from the aspect of ICT companies. Four major parts in this thesis can be distinguished: first three concern the literature analysis of current findings and fourth part covers methodology, data analysis and conclusion. In the first part, current literature findings in the field of human resource management, its functions, applications, IT systems and previous research from Slovenia and Croatia are presented. HRM is observed through HRM functions (recruitment and selection; training and development; performance appraisal). In addition to functions, various research has been done in the field of best practices, which lead to enhancement of HR. These HR best practices are considered as important factors for successful knowledge management development. This thesis tries to present and comprehend the best practises of HRM through literature analysis and classification. Second part of the literature analysis concerns the knowledge management processes, systems and mechanisms, which are explained and supported with current research results. In the third part, findings on the relationship between HRM and KM are analysed providing a conceptual model for empirical research. This doctoral thesis focuses on two aims: the analysis of previous research findings in two perspective fields (human resource management and knowledge management) and developing and testing a conceptual model that would explain the relationship between them. Achieving these aims required a comprehensive preliminary research; involvement of experts in the field of HRM and a whole set of recent statistical techniques and findings to be applied for data analysis and interpretation. Three main hypotheses and a conceptual model regarding KM and HRM were formed based on literature findings. A total of 274 completed responses were received from companies. For data analysis and hypothesis software tool the SmartPLS is used. In ICT companies and IT departments in Slovenia and Croatia, the relationship between HRM functions and effective factors with knowledge management and information solutions is analysed. Data analysis showed that in most case there is not a large difference between Slovenian and Croatian companies when it comes to HRM functions and KM solutions. One of the major contributions is the analysis of literature evidence and providing new classification and categorization of the HRM best practice. Accordingly, after literature analysis, indicators of the HR best practice were categorized into two effective factors: Work design structures (sub-factors: Design of Work and Design of relationship) and Encouraging and opportunity structures. Second contribution are the hypothesis testing through which relationship between effective factor and knowledge management, and HRM functions, information solutions and knowledge management was analyzed. Data for this thesis was collected through online questionnaire administered to ICT companies in Slovenia and Croatia. This dissertation systemizes current literature findings in two perspective field and it offers an inside in the ICT companies form Slovenia and Croatia. Due to the fact that such research has not yet been done in Slovenia and Croatian nor systematization and classifications of best practices has been provided, this dissertation contributes to the field of human research management and knowledge management through theoretical and empirical findings.
Keywords: Human Resources Management, Knowledge Management, Knowledge Management Information Solutions, IT companies, Structural Equation Modelling
Published: 24.04.2015; Views: 1072; Downloads: 107
.pdf Full text (2,38 MB)

2.
Behavioural comparison of drivers when driving a motorcycle or a car
Darja Topolšek, Dejan Dragan, 2015, original scientific article

Abstract: The goal of the study was to investigate if the drivers behave in the same way when they are driving a motorcycle or a car. For this purpose, the Motorcycle Rider Behaviour Questionnaire and Driver Behaviour Questionnaire were conducted among the same drivers population. Items of questionnaires were used to develop a structural equation model with two factors, one for the motorcyclist's behaviour, and the other for the car driver's behaviour. Exploratory and confirmatory factor analyses were also applied in this study. Results revealed a certain difference in driving behaviour. The principal reason lies probably in mental consciousness that the risk-taking driving of a motorbike can result in much more catastrophic consequences than when driving a car. The drivers also pointed out this kind of thinking and the developed model has statistically confirmed the behavioural differences. The implications of these findings are also argued in relation to the validation of the appropriateness of the existing traffic regulations.
Keywords: driving behaviour, motorcycle rider behaviour, car driver behaviour, traffic accidents, structural equation modelling, violations, errors
Published: 01.06.2017; Views: 240; Downloads: 32
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3.
Innovation and human resource management
Anastasia Katou, 2008, original scientific article

Abstract: The purpose of this paper is to investigate the pathways leading from innovation to organisational performance by using structural equation modelling. Specifically, we used this analytical tool to test a research framework that is constituted by a set of causal relationships between organisational contingencies, innovation, HRM policies (resourcing, training, rewards, relations), HRM outcomes (skills, attitudes, behaviour), and organisational performance. Employing data from organisations operating in the Greek manufacturing sector, results indicate that the impact of innovation on organisational performance is positive and mediated through HRM policies and HRM outcomes, and moderated by organisational context (management style, organisational culture).
Keywords: human resources, innovation strategy, HRM policies, causality, structural equation modelling, Greek manufacturing
Published: 30.11.2017; Views: 246; Downloads: 38
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4.
The influence of organizational absorptive capacity on product and process innovation
Nika Murovec, Igor Prodan, 2008, original scientific article

Abstract: The innovativeness of an organization has an important impact on its profitability as well as on the competitiveness of a country's economy as a whole. Since the innovativeness of Slovenian organizations is low, it is important that managers and industrial policy makers know which factors influence an organizations' innovation. One of these factors is supposed to be the organizational absorptive capacity. Absorptive capacity is one of the most important concepts that have emerged in the field of organizational research in the past years. Absorptive capacity is defined as the set of organizational routines and processes through which an organization identifies and values new external information, and then acquires it, assimilates it and applies it to commercial ends. The results of this research confirm the strong and positive impact of Slovenian organizations' absorptive capacity on process innovation and the even bigger positive influence on the organizations' product innovation.
Keywords: innovation, innovativeness, absorptive capacity, enterprises, structural equation modelling, Slovenia
Published: 22.01.2018; Views: 136; Downloads: 59
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