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1.
A modular hybrid approach to employee timetabling
Drago Bokal, Gašper Fijavž, Bor Harej, Andrej Taranenko, Klemen Žagar, 2008, objavljeni znanstveni prispevek na konferenci

Opis: We consider a classical employee timetabling problem: a set of employees with various skill levels, qualifications, workload and availability distributions has to be assigned to a set of shifts, each requiring a prescribed number of qualified employees and spanning a given time period. The novelty of our approach is a hybrid combination of the methods proposed in bibliography, such that we leverage the advantages of known methods while minimizing their disadvantages. Thus, we first apply the generalized local hill-climbing with randomized neighborhoods to quickly reach the vicinity of local optima, and then use the tabu search to explore more of the search space around those solutions. Our experiments show that the resulting hybrid technique performs better than the comparable approaches presented in bibliography due to the hybrid nature of the technique. In addition, we propose a modular design that utilizes dependency injection to compose the the search algorithm. Together with careful modeling, this approach allows for constant-time evaluation of each possible step in the neighborhood and for an easy evaluation of different hybrid combinations that can be combined and parameterized at runtime.
Ključne besede: operacijsko raziskovanje, razporejanje zaposlenih, urniki, lokalna optimizacija, operations research, employee timetabling, generalized local hill-climbing, tabu search, hybrid local optimization
Objavljeno: 10.07.2015; Ogledov: 227; Prenosov: 30
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2.
Managerial coaching model and the impact of its activities on employee satisfaction and company performance
Petra Venišnik, Sonja Treven, Polona Tominc, 2014, izvirni znanstveni članek

Opis: The article tries to answer the research question: What is the potential additive effect on employee satisfaction and overall company performance when using managerial coaching model and its activities? The purpose of the article has been to form a model of managerial coaching and of the influence of its activities on employee satisfaction and overall company performance based on theory review and field study results. We have confirmed the two main hypotheses and all the secondary hypotheses with two empirical studies, one focused on the managers and the other on the employees. The topic is of practical value and it will help managers in Slovenia and abroad to understand the effect of the activities of coaching on employee satisfaction and overall company performance.
Ključne besede: coaching, employee satisfaction, company performance, management, model
Objavljeno: 21.12.2015; Ogledov: 570; Prenosov: 41
.pdf Celotno besedilo (125,85 KB)
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3.
The influence of employeesʼ values on the acquisition of knowledge in organizations
Nataša Pivec, Vojko Potočan, 2015, izvirni znanstveni članek

Opis: In this paper, we focus on the importance and influence of employees’ values as an essential element of organizational culture in the acquisition of knowledge. Based on empirical research, we studied the influence of employees’ values in Slovenian organizations on the acquisition of knowledge, enabling us to identify the core values that exert the greatest effect on the acquisition of knowledge. The results of the analysis confirmed the positive impact of employees’ values on the acquisition of knowledge. We found that the more employees are dedicated to personal development and the more they feel connected and loyal to the organization, the more they are inclined to the development and acquisition of knowledge.
Ključne besede: organizational culture, employee values, developing knowledge, acquiring knowledge
Objavljeno: 03.04.2017; Ogledov: 282; Prenosov: 118
.pdf Celotno besedilo (270,90 KB)
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4.
Training programs for managing well-being in companies
Sonja Treven, Urška Treven, Simona Šarotar Žižek, 2015, izvirni znanstveni članek

Opis: This paper discussed the significance of well-being (WB) and well-being management (WBM). As successful WBM requires the implementation of different training programs, such programs are presented in detail. The cause–effect relationship between training and individual/organizational performance is researched as well. The aim of the research to support this article was to present WBM, its training programs, as well as the determination of WBM activities concerning the mentioned programs implemented in Slovenian organizations.
Ključne besede: training, well-being, employee diversity, stress
Objavljeno: 03.04.2017; Ogledov: 363; Prenosov: 152
.pdf Celotno besedilo (409,68 KB)
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5.
Organizational flexibility, employee security and organizational efficiency
Tatjana Kozjek, Marko Ferjan, 2015, izvirni znanstveni članek

Opis: Background: Literature defines different types of flexibility and security with regard to work. Regardless of which type of flexibility or security is discussed, the consequences for individuals, organizations or employers and society are significant. Purpose: The purpose of the research was to compare and analyse the correlation between the different types of flexibility and security in work and organizational efficiency. Methodology: Data was gathered using the Computer-Assisted Web Interview (CAWI) method. A link to an online questionnaire was e-mailed to randomly selected organisations across all economic sectors in Slovenia that had a published e-mail address, either in business directories or on a company website. We asked them to forward our e-mail to their employees. The correlation between different variables was used for data analysis. Results: The results of our research show that there is a low positive level of correlation between different types of flexibility and security in the context of work and also between different types of flexibility in work and organizational efficiency. The correlation between different types of security in work and organizational efficiency is positive and medium strong. Conclusion: It is recommended that the legislators be aware of the importance of their correlation with organizational efficiency when preparing legislative amendments regarding introduction of the flexibility and security in the field of work.
Ključne besede: flexibility, flexible employment contratcs, employee income security, Slovenia
Objavljeno: 04.04.2017; Ogledov: 218; Prenosov: 35
.pdf Celotno besedilo (1,04 MB)
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6.
Relation between knowledge management and turnover in Slovenian micro and small start-up organisations
Riko Novak, Vasja Roblek, Gabrijel Devetak, 2013, izvirni znanstveni članek

Opis: This article discusses the importance of knowledge management and employee turnover, using the example of selected Slovenian organisations, in particular, technology parks. The purpose of this article is to point out statistical characteristics between employee turnover and certain selected independent variables. The empirical research was conducted on a population of 667 Slovenian organisations gathered from the subjects of an innovative environment database, and a further sample of 51 chosen technology parks from the A group. By implementing multivariate regression analysis, we sought to examine whether knowledge requirements and knowledge transfer paths in these organisations have a statistically significant influence on employee turnover. The aim of this article is to present the results of empirical research that defines the development of a conceptual framework for understanding the influence of knowledge management on employee turnover. The results have shown that the importance of intellectual and social capital, intangible capital assets and their continuous measurement must be acknowledged within an organisation.
Ključne besede: employee turnover, knowledge management, organisations, employees
Objavljeno: 22.01.2018; Ogledov: 227; Prenosov: 171
.pdf Celotno besedilo (1,21 MB)
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7.
The determinants of employee ownership plan implementation in EU countries - the quest for economic democracy
Ricardo Machado, 2016, izvirni znanstveni članek

Opis: Background and purpose: Kelso’s quest to identify the economic counterpart of political democracy and, as a corollary, his concern about the nature of the economic system’s organisation needed to support the institutions of a politically free society, contributed two important terms: economic power and democracy. Following Kelso’s reasoning, my research study aims to understand the determinants of the implementation of economic democracy, measured by the incidence of employee share ownership plans, within European Union countries. Methodology: Setting out with the theory of one of the founding fathers of employee stock ownership plans, I perform a cross-country analysis spanning five years (2008-2012) to explain the incidence level of employee ownership by independent variables operationalizing the political, legal, socio-educational and economic structures of twenty European Union countries. Using secondary data from the European Federation of Employee Share Ownership, I explain the determinants’ pertinence, while accounting for severe data limitations. Results: I report a strong correlation between employee ownership incidence and the index of economic freedom. However, the labour market’s freedom, the trustworthiness of and confidence in financial markets and the quality of secondary and tertiary education do not deliver clear-cut results. Conclusion: Further research should comprehensively scrutinise country-specific factors regarding corporate governance issues and cross-cultural controls. Employee ownership researchers should consider this field of research to understand why countries that are so-called employee ownership champions are experiencing widening income inequality.
Ključne besede: employee ownership, economic democracy, free markets, economic freedom, equity markets
Objavljeno: 22.01.2018; Ogledov: 164; Prenosov: 31
.pdf Celotno besedilo (469,44 KB)
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8.
The employee as the unknown actor?
Olaf Kranz, Thomas Steger, Ronald Hartz, 2016, izvirni znanstveni članek

Opis: Background and purpose: Although employee share ownership (ESO) deserves of a long tradition, we still know little about employees’ perspectives about ESO. The lack of knowledge about the employees’ attitudes towards ESO is discursively filled in the ESO debate. This paper challenges that deficit by carrying out a semantic analysis of the literature with the aim to identify the various actor constructions used implicitly in the ESO discourse. Design/Methodology/Approach: We conduct a semantic analysis of the ESO discourse. To unfold the order of this discourse we draw on the distinction between surface and underlying structure of communication in the sense of Michel Foucault. We interpret some semantic lead differences, a term coined by Niklas Luhmann, to constitute the underlying structure of communication. Results: We can identify six different streams on the ESO discourse’s surface level each defined by the ends pursued. The discourse’s underlying structure is made up of the distinctions production-consumption, capital-labour, and ownership-control that also determine the actor models implicitly in use. Conclusion: We can identify five different actor models implicit in the ESO discourse. While the CEE discourse differs on the surface level in as far as it is more concerned with questions of political legitimation of the privatisation process than with questions of economic efficiency, thus introducing political distinctions in the discourse rather missing in the west, it shares the underlying semantic lead differences with the Western discourse as well as the actor models anchored in those differences.
Ključne besede: Employee Share Ownership, discourse analysis, semantic lead distinctions, actor constructions, CEE countries
Objavljeno: 22.01.2018; Ogledov: 192; Prenosov: 15
.pdf Celotno besedilo (657,20 KB)
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9.
Work-life balance by area, actual situation and expectations
Tatjana Kozjek, Nina Tomaževič, Janez Stare, 2014, izvirni znanstveni članek

Opis: Background: The question of work-life balance (WLB) is an area where increasing attention is being paid nowadays. States, organisations and employees all have responsibility and a role to play in WLB. This article presents the important areas of the WLB by key players in this field. Purpose:The purpose of the research was to compare and analyse the differences between the actual situation and the expectations of employers and employees with regard to specific areas of WLB in Slovenia. Methodology: Data was gathered using the Computer Assisted Web Interview (CAWI) method. In the first part of the research project, employers across all sectors of the economy in Slovenia were questioned and in second part focussed on employees. In order to verify the areas in which employers and employees agree and those in which there are differences in perception, multidimensional scaling (MDS) was used. Results: The results of our research show that Slovenian organisations must pay more attention to flexible working time, the employeesʼ ability to take time off to care for family members, time and stress management workshops and paid leave for parents on a childʼs first day of school. Conclusion: A significant role in WLB is played by organisations. The incorporation of WLB strategies into the strategic and financial planning of an organisation can, in fact, have positive business, economic and social effects. Employees have to express their expectations and needs, which is the only way that employers can be made aware of their problems and help with WLB. State responsibility is to encourage all social partners to shape the living environment in which employeesʼ can achieve a good WLB with an emphasison gender equality.
Ključne besede: work-life balance, employer, employee, multidimensional scaling, Slovenia
Objavljeno: 23.01.2018; Ogledov: 308; Prenosov: 64
.pdf Celotno besedilo (810,61 KB)
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10.
Employees: invisible added value of a company
Magda Zupančič, 2018, izvirni znanstveni članek

Opis: In developed economies, where the work input exceeds the physical input, the lack of harmonised and standardised rules of human capital assessment is visible. The mentioned indicates the deficit of an important part of the comprehensive value-added assessment. What do we lose by ignoring the important part of the employee’s value added in the working process? Companies underestimate the employee’s human capital input. Consequently, society typically does not recognize invisible sources of value added in companies. The goals of this article are to highlight the missing human capital (HC) element at the company level assessment and to raise the awareness about its importance. By analysing existing methods of coping with the mentioned challenge, no harmonised solution is evident. By the increasing share of the service sector, emphasis on the HC element should be monitored more closely. The article focuses on the missing and invisible human capital elements in the framework of the value added; it offers suggestions for inclusion of the human capital factor in the process of company’s value added assessment as well as reflections on further steps in this direction.
Ključne besede: employee, value added, human capital, assessment
Objavljeno: 10.10.2018; Ogledov: 290; Prenosov: 135
.pdf Celotno besedilo (281,76 KB)
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