1. Family businesses’ succession in posttransition countries : what can be learned from the action research?Mojca Duh, Andreja Primec, 2022, original scientific article Abstract: Succession is a very complex process and a critical phase in the life cycle of a family business. Finding a successor in ownership and management is one of the most demanding succession challenges, especially since younger generations have little interest or intention in joining their parents’ businesses. The action research was conducted to expand our understanding of owners’ attitudes and behaviors toward succession and the factors influencing successors’ intention and decision to enter the family business. The research also addresses the applicability of informal and formal family governance mechanisms in family business succession in post-transition countries. The research findings show the importance of the family dimension and emotional aspects of succession in post-transition countries. The theoretical hypotheses developed to form the basis for future confirmatory research and have implications for the key stakeholders and support infrastructure institutions involved in family business succession in post-transition countries.
Keywords: family business, succession, affective commitment, family governance mechanism, post-transition country, action research
Published in DKUM: 16.07.2024; Views: 147; Downloads: 17
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2. Logistics aspect of organizational culture and normative commitment in electric energy supply chainSebastjan Lazar, Vojko Potočan, Sonja Mlaker Kač, Gözde Yanginlar, Dorota Klimecka-Tatar, Matevž Obrecht, 2022, original scientific article Abstract: Companies are increasingly aware that employees are an important factor in success, so they pay more and more attention to them. Because of that, organizational culture and normative commitment are also included as ex-tremely important factors. The research includes a systematic and comprehensive review of the literature and at the same time obtaining and analysing data from practice through a survey. The research focuses on employees from the logistics departments in the supply chain of electronic component production and supply. Group of com-panies across Europe were included in the survey (Austria, Bosnia and Herzegovina, Bulgaria, Croatia, Czech Re-public, Germany, Hungary, Latvia, Lithuania, North Macedonia, Poland, Romania, Russia, Serbia, Slovenia and Ukraine). The research demonstrates the realization that the types of classification of organizational culture have different effects on direct and indirect normative commitment. Gender differences were also found. The re-search-based on the calculated average mean values shows the classifications of organizational culture and nor-mative commitment. The latter follows the organizational culture with minor deviations. The order of classifica-tion of organizational culture follows the current economic situation, where according to the studied criteria, the first is a culture of the market. The research shows that men’s rate of normative commitment is better than wom-en's, while in organizational culture the situation is exactly the opposite. One of the most significant findings is based on the Pearson correlation coefficient with the SPSS program was found that, according to the classifica-tion, Hierarchy culture has a positive effect on indirect normative commitment.
Keywords: organizational culture, commitment, normative commitment, logistics, supply chain, environmental management, ISO 14001
Published in DKUM: 26.06.2024; Views: 161; Downloads: 22
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3. Professional and organisational commitment in the hospitality sectorMarjetka Rangus, Bojana Radenković-Šošić, Srđan Milošević, Jože Hočevar, Iva Škrbić, Mladen Knežević, 2020, original scientific article Abstract: The purpose of the study is to examinewhether two differentwork commitment profiles influence service quality in the hospitality sector in Slovenia and Serbia and how the implications of the differences can be used in the tourism and hospitality industry. Combining a qualitative and quantitative approach, two new instruments were developed for this study. The first instrumentwas created on the basis of short, structured interviews with employees. Two factors explaining the two different commitment profiles were determined with statistical analysis and with themethod of clustering, four dimensions of commitment profiles formingwere extracted. The second instrument was developed on the basis of existing evaluation forms for employees in the tourism industry and interviews with leading and middle managers of hotels. The findings of the study show that there is a small proportion of professionallyoriented employees in the tourism sector, and the difference among employees is evident in the ranking of working values. These results could be useful formanagers in planning and organising their human resources and also in planning further development of their companies% human resource policies. The original contribution of the article is the ranking of working values and the perception of quality work by employees in the hospitality sector. The study also reveals new evidence on different types of commitment profiles.
Keywords: tourism, hospitality, organisational commitment, professional commitment, human resources management, HRM
Published in DKUM: 29.01.2024; Views: 270; Downloads: 22
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4. Influence of relationship commitment and trust on collaborative behaviour in supply chainsSonja Mlaker Kač, Irena Gorenak, Vojko Potočan, 2015, original scientific article Abstract: The paper discusses theoretically and examines empirically the influence of the relationship commitment on collaborative behaviour in supply chains. In today's unstable business environment companies should collaborate to achieve mutual goals and competitive advantage. Defining relationship commitment and collaboration in supply chains (from social exchange theory point of view) is the basis of the research of this paper. Our aim is to examine the influence of relationship commitment on collaboration in supply chains in Slovenian economy. The qualitative research part discusses if the relationship commitment between partners in supply chain influences the collaborative behaviour between partners and which are the antecedents of relationship commitment. The research is based on a quantitative analysis of the online questionnaire survey made on the Slovenian economy. The research results show strong influence of trust and relationship commitment on collaboration between partners in supply chains.
Keywords: business ethics, relationship commitment, trust, collaborative behaviour, supply chains
Published in DKUM: 02.06.2017; Views: 1399; Downloads: 486
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5. Psychological empowerment, job satisfaction and organizational commitment among lecturers in higher education : comparison of six CEE countriesGašper Jordan, Gozdana Miglič, Ivan Todorović, Miha Marič, 2017, original scientific article Abstract: Background and Purpose: Organizations should implement new findings from the field of human resource management. If an organization wants to have successful and effective employees, they should be satisfied with all aspects of work and at the same time they should be feel commitment towards an organization. To have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment.
Design/Methodology/Approach: The survey was conducted among 409 university lecturers in Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer’s PEQ was used for the assessment of the psychological empowerment, Spector’s JSS for job satisfaction, and Allen’s and Meyer’s OCQ for the assessment of organisational commitment.
Results: The research showed that the highest level of psychological empowerment can be found among university lecturers from Serbia and the lowest from Germany. Job satisfaction level is the highest in Austria and the lowest in Slovenia. Affective organisational commitment is the highest in Slovenia and the lowest in Germany. Continuance organisational commitment scored the highest in Croatia and the lowest in Czech Republic. Additionally, the outcomes show the highest level of normative organisational commitment in Czech Republic and the lowest in Austria. Only affective organisational commitment was not found as statistically significant.
Conclusion: Knowledge of psychological empowerment, job satisfaction and organizational commitment can be helpful for leaders, because with this knowledge they can manage, develop and motivate employees properly.
Keywords: psychological empowerment, organizational commitment, job satisfaction, higher education
Published in DKUM: 06.04.2017; Views: 1816; Downloads: 268
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6. Some theoretical aspects of trust, relationship commitment and cooperationSonja Mlaker Kač, 2013, independent professional component part or a chapter in a monograph Abstract: In this paper we theoretically discuss some aspects of three important and mutually connected notions: the trust, the relationship commitment and the cooperation. All three concepts are crucial for success in todayʼs business world. All three concepts and terms are very complex, with several different definitions. We discuss them in article in detail, here we will only define them briefly. Trust is defined as 'a willingness to rely on an exchange partner in whom one has confidence' (Moorman, Despande, Zaltman, 1993: 83). Relationship commitment can in our discussion be defined as 'an exchange partner believing that an on-going relationship with another is as important as to warrant maximum efforts at maintaining it' (Morgan and Hunt, 1994: 23). And cooperation is defined as situations in which different partners work together so that they can achieve mutual goals (Anderson and Narus, 1990). Allthree concepts are very important in inter-organisational relationships andin achieving a competitive advantage.
Keywords: trust, relationship commitment, cooperation, competitive advantage
Published in DKUM: 10.07.2015; Views: 2761; Downloads: 105
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7. Impact of balanced organizational values on business performanceIvan Malbašić, 2015, doctoral dissertation Abstract: Theories of organization and management have offered several concepts and models indicating that organizational values are an important factor in running organizations. A still unexplained question concerns the creation of balanced organizational values which can support the achievement of diversified and even seemingly incompatible goals of today's organizations. To explore balanced organizational values in contemporary business practice, we tested two most frequently used value models, i.e., the Competing Values Framework and Schwartz’s values model, on the sample of the Fortune 100 companies. This dissertation proposes a new model of balanced organizational values named Mission-based model of organizational values which proved itself to be more appropriate for researching balanced values in contemporary business practice than the two most frequently used value models (the Competing Values Framework and Schwartz’s values model), thus supporting the first hypothesis of this dissertation. Given the particularities of balanced organizational values research, an instrument for measuring organizational values was developed to suit the specific needs of this research. In order to test the research hypotheses, a research in 24 Croatian companies was conducted. In each of these companies, between 27 and 50 employees were surveyed giving a total sample size of 874 respondents. The results of statistical analysis performed to test the second hypothesis, as well as the related sub-hypotheses, indicate that the degree of imbalance of organizational values has no significant effect on the higher level of organizational commitment. The same applies to the two separate components of organizational commitment—affective and normative. However, the existence of medium-sized negative correlation between the degree of imbalance of organizational values and continuance component of organizational commitment was determined. The testing results of the third hypothesis, as well as the related sub-hypotheses, indicate that organizations with balanced organizational values are, in general, more effective than organizations with imbalanced values. Moreover, this correlation was found not only for the overall level of organizational effectiveness, but also for the most perspectives of organizational effectiveness based on the Balanced Scorecard approach. To conclude, this dissertation contributes to a better understanding of the role of organizational values in business, especially emphasizing the importance and role of balanced organizational values. Mission-based model of organizational values, developed within this dissertation, follows the findings of the most used models, integrating and upgrading them with new cognitions based on selected scientific knowledge and experience from business practice. And most importantly, this dissertation presents an empirical confirmation of the importance of balancing organizational values as one of the preconditions for successful business.
Keywords: organizational values, balanced values, model of organizational values, business performance, organizational effectiveness, organizational commitment, Fortune 100 companies
Published in DKUM: 14.04.2015; Views: 1883; Downloads: 310
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