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1.
Maximizing employee engagement through artificial intelligent organizational culture in the context of leadership and training of employees : testing linear and non-linear relationships
Maja Rožman, Polona Tominc, Borut Milfelner, 2023, izvirni znanstveni članek

Opis: The paper’s main aim is to analyze five constructs of organizational culture, AI-supported leadership, AI-supported appropriate training of employees, teams’ effective performance, and employee engagement, and their relationship through the prism of artificial intelligence on a sample of large and medium-sized Slovenian companies. The second aim of the paper is to test the proposed model with two different statistical techniques in the scope of structural equation modeling (SEM) that enable us to assess linear (PLS-SEM) and non-linear relationships (CB-SEM) among the constructs. The empirical research included 437 medium-sized and large Slovenian companies. From each company, a CEO or owner participated in our research. The findings of the research with both techniques show that organizational culture had no impact on AI-supported appropriate training of employees and was not significant as well as that organizational culture had an impact on AI-supported leadership. The impact of AI-supported leadership on AI-supported appropriate training of employees were supported only for the PLS-SEM model. The impact of AI-supported leadership for employees on teams was positive. Contrary to that, the impact of AI-supported leadership for business solutions on teams was non-significant. In both cases, AI-supported appropriate training of employees’ impact on teams was strong and positive. Also, employee engagement impact on teams was positive and statistically significant with PLS-SEM and CB-SEM methods. The research yields important implications for companies seeking to integrate artificial intelligence effectively in their operations. It emphasizes the critical role of AI-supported leadership in driving positive outcomes, such as improved employee training and enhanced team effectiveness. Companies should focus on developing leaders who can leverage AI tools to foster a skilled and engaged workforce. By adopting data-driven decision-making processes and incorporating insights from structural equation modeling, organizations can develop effective AI integration strategies. These provide valuable guidance for enhancing human resource management practices and achieving successful AI adoption across companies. The findings contribute to the formation of new views in the field of artificial intelligence implementation in the companies and show companies a broader picture of which aspects of human resource management need to be improved.
Ključne besede: leadership, organizational culture, employee engagement, artificial intelligent
Objavljeno v DKUM: 22.04.2024; Ogledov: 48; Prenosov: 1
.pdf Celotno besedilo (3,09 MB)
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2.
An innovative approach to organizational changes for sustainable processes : a case study on waste minimization
Eva Krhač Andrašec, Tomaž Kern, Benjamin Urh, 2023, izvirni znanstveni članek

Opis: It is necessary to adapt constantly to the business environment with its changing demands. Understanding the objectives, scope, and limitations of actual process changes is crucial, and can be achieved with numerous measures, methods, and techniques. This research demonstrates an innovative approach to organizational changes to enable sustainable processes. In the first part of this research, relevant measures, methods, and techniques are selected through an in-depth literature review. Then, an international online questionnaire is executed among 213 enterprises from four countries. In the last part of this research, the developed approach is tested for the example of waste minimization in the process of developing coatings. Based on the analysis of the survey questionnaire, the usability and benefits of various measures are demonstrated, namely from the point of view of their positive impact on structural and operational efficiency indicators. At the end of the article, a case study presents the success of the innovative approach in terms of 88% waste minimization and up to 48% time and cost reductions in the process of developing coatings. The proposed approach enables better choices to be made and the more efficient use of various measures, which can lead to more sustainable processes and improve the efficiency of enterprises.
Ključne besede: organizational changes, key performance indicators, measures, methods and techniques, sustainable processes, waste minimization
Objavljeno v DKUM: 02.04.2024; Ogledov: 138; Prenosov: 11
.pdf Celotno besedilo (2,34 MB)
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3.
Leader’s possession of linguistic intelligence in relation to leader–member exchange theory
Timotej Ribič, Miha Marič, 2023, izvirni znanstveni članek

Opis: When practicing high-quality leader–member exchange (LMX) theory, the leader’s ability to communicate, build and maintain relationships is a vital part. Because leader–member exchange theory is a relationship-based approach to leadership that primarily includes social exchange and communication on a daily basis, we can highlight linguistic intelligence as a key leadership skill that is part of the multiple intelligences defined by Howard Gardner. The goal of this article was to conduct research into organizations where the leader applies LMX theory and examine whether the leader’s linguistic intelligence is positively related to the quality of the leader–member exchange. The dependent variable was the quality of the LMX. We were able to recruit 39 employees and 13 leaders. Correlations and multiple regressions were used to analyze our statement. The overall results are statistically significant and we conclude that there is a high positive correlation between LMX and linguistic intelligence in the organizations that were part of this study. A limitation of this study is the use of purposive sampling, which resulted in a relatively small sample size and may limit the generalization of the results to other populations.
Ključne besede: multiple intelligences, linguistic intelligence, communication, relationships, leadership, LMX, human resource management, organizational behavior
Objavljeno v DKUM: 26.03.2024; Ogledov: 169; Prenosov: 2
.pdf Celotno besedilo (348,46 KB)
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4.
The influence of organizational factors on the adoption of energy efficiency measures in companies
Aleksandar Vučković, Marija Džunić, 2023, izvirni znanstveni članek

Opis: This paper aims to research the organizational factors influencing the implementation of energy efficiency measures in companies. The analysis was performed on a sample of companies from Serbia included in the World Bank Enterprise Survey. The raw data collected by the World Bank were utilized to analyze the correlation between various organizational factors and the adoption of energy efficiency measures. The analysis revealed a statistically significant correlation between management maturity and the implementation of energy efficiency measures in companies. These findings suggest that improving energy efficiency is not an isolated process but rather closely related to the maturity of management practices, highlighting the importance of comprehensive organizational development for achieving optimal energy management.
Ključne besede: energy efficiency, energy management, management maturity, organizational factors, Serbia
Objavljeno v DKUM: 05.09.2023; Ogledov: 189; Prenosov: 4
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5.
The importance of educational service quality for customer satisfaction and organizational reputation
Marjeta Ramovš, Borut Milfelner, 2023, izvirni znanstveni članek

Opis: This paper aims to enhance the understanding of the concepts of service quality, customer satisfaction with service, and organizational reputation in the context of educational services. The conceptual framework for testing the relationship between the three constructs was developed and tested on a sample of 97 educational service users. The results showed no significant difference between perceived and expected service quality. However, a positive relationship was found between customer satisfaction and three subconstructs of perceived service quality. Also, a significant positive correlation between organizational reputation and three latent variables of perceived service quality and a positive relationship between satisfaction and organizational reputation.
Ključne besede: customer satisfaction, organizational reputation, service delivery, perceived service quality, educational service quality
Objavljeno v DKUM: 05.09.2023; Ogledov: 183; Prenosov: 8
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6.
EOSC interoperability framework : Report from the EOSC Executive Board Working Groups FAIR and Architecture
Oscar Corcho, Magnus Eriksson, Krzysztof Kurowski, Milan Ojsteršek, Christine Choirat, Mark van de Sanden, Frederik Coppens, 2021, znanstvena monografija

Opis: This document has been developed by the Interoperability Task Force of the EOSC Executive Board FAIR Working Group, with participation from the Architecture WG. Achieving interoperability within EOSC is essential in order for the federation of services that will compose EOSC to provide added value for service users. In the context of the FAIR principles, interoperability is discussed in relation to the fact that “research data usually need to be integrated with other data; in addition, the data need to interoperate with applications or workflows for analysis, storage, and processing”. Our view on interoperability does not only consider data but also the many other research artefacts that may be used in the context of research activity, such as software code, scientific workflows, laboratory protocols, open hardware designs, etc. It also considers the need to make services and e-infrastructures as interoperable as possible. This document identifies the general principles that should drive the creation of the EOSC Interoperability Framework (EOSC IF), and organises them into the four layers that are commonly considered in other interoperability frameworks (e.g., the European Interoperability Framework - EIF): technical, semantic, organisational and legal interoperability. For each of these layers, a catalogue of problems and needs, as well as challenges and high-level recommendations have been proposed, which should be considered in the further development and implementation of the EOSC IF components. Such requirements and recommendations have been developed after an extensive review of related literature as well as by running interviews with stakeholders from ERICs (European Research Infrastructure Consortia), ESFRI (European Strategy Forum on Research Infrastructures) projects, service providers and research communities. Some examples of such requirements are: “every semantic artefact that is being maintained in EOSC must have sufficient associated documentation, with clear examples of usage and conceptual diagrams”, or “Coarse-grained and fine-grained dataset (and other research object) search tools need to be made available”, etc. The document finally contains a proposal for the management of FAIR Digital Objects in the context of EOSC and a reference architecture for the EOSC Interoperability Framework that is inspired by and extends the European Interoperability Reference Architecture (EIRA), identifying the main building blocks required.
Ključne besede: technical interoperability, semantic interoperability, organizational interoperability, legal interoperability, EOSC, metadata crosswalk, reference architecture
Objavljeno v DKUM: 21.09.2021; Ogledov: 939; Prenosov: 48
.pdf Celotno besedilo (1,06 MB)
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7.
Transformational leadership styles in Slovenian Police
Džemal Durić, 2011, izvirni znanstveni članek

Opis: Purpose: The purpose of this research was to examine leadership styles among managers at different organizational levels in Slovenian Police organization and to examine relationships between leadership styles and outcomes criteria (effectiveness, satisfaction, and extra effort). Design/Methods/Approach: The study took a quantitative approach to test the Full Range Leadership Model (FRLM) with Multifactor Leadership Questionnaire (MLQ). Survey included police managers at local (290), regional (122), and state (74) level of Slovenian Police organization. Findings: There are more transformational leadership styles than transactional leadership styles and laissez-faire leadership styles demonstrated among Slovenian Police managers. Transformational leadership styles are expressed especially at higher organizational levels. Relationship between transformational leadership and outcomes criteria is stronger than relationship between transactional leadership and outcomes criteria. There is negative relationship between laissez-faire leadership styles and outcome criteria. Research limitations: The results are comparable with similar studies which used MLQ for self rating or measuring self perceptions of leadership styles. Future research should include subordinate’s perception of police manager’s leadership styles. That would reflect more realistic picture about leadership practice and performance. Practical implications: Results indicate which leadership styles have positive relationships with outcome criteria and can be a useful input for police leadership training and development process. Originality/Value: This study contributes to the Police Leadership literature. Paper extends understanding of leadership styles in police organizations and supports the propositions of the Full Range Leadership Model that transformational leadership extends the results of transactional leadership toward results beyond expectations.
Ključne besede: police, police hierarchy, leadership, Full Range Leadership Model, transformational leadership style, organizational levels, Slovenia
Objavljeno v DKUM: 05.05.2020; Ogledov: 1253; Prenosov: 58
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8.
Professional languages alone do not suffice for successful and socially responsible internal communication between different cultures
Darja Kukovec, Matjaž Mulej, Simona Šarotar Žižek, 2018, izvirni znanstveni članek

Opis: Successful internal communication in an intercultural environment depends on the organizational culture, business environment, social responsibility, and leaders’ skills. Thus, internal communication and employee adaptation to changing business environments ask what a successful socially responsible internal communication requires. This contribution discusses theoretical foundations of qualitative research, how the organizational culture can define which direction the organization should chose to attain social responsibility, and how internal communication can improve understanding of professional language and be decisive in a working environment. The generated model offers insights into understanding social responsibility and organizational culture to improve internal communication.
Ključne besede: organizational culture, social responsibility, communication, internal communication, business languages
Objavljeno v DKUM: 10.10.2018; Ogledov: 1554; Prenosov: 348
.pdf Celotno besedilo (721,85 KB)
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9.
Organizational culture in service sector : scientific monograph
Irena Gorenak, 2015, znanstvena monografija

Opis: In every organization various modes of behaviour of the employees, their various activities, interpersonal relationships and customs can be observed. In some organizations the employees are all on first-namebasis, still in others they address themselves formally. In some organizations the employees use academic titles and surnames; still in others they call themselves by names, only. In some organizations each employee has its own office, whereas in others they are all use one office, which may be separated by improvised walls. In some organizations the employees celebrate personal holidays together, whereas in others they do not. In some organizations they pose each other obstacles and obstruct each other’s work, but in others no such misconduct can be detected. Differences may also be observed within one single organization. Differences are even greater and more noticeable in cases of organizations from other environments, neighbouring countries or even from other continents. In the business world the differences are present, they should be recognized, and the existing diversity should be tolerated; however, this is not enough; diversity should also be understood and made use of to the benefit of everybody. Significant behaviour of the group of people within an organization, or at its work, in a country or a state is described by the term of culture, which can simply be defined as: “This is the way we operate, act, aim at. This is the way we work …”. It is a question of the mode of behaviour of people within an organization, among themselves and towards others, of their customs and habits, and of all the characteristics of behaviour in an organization in a wider sense. Culture is an organizational factor, directly linked to all the other elements of the organization, its environment and every individual. Every activity, change or behaviour is reflected also on the culture and vice versa, every change of culture triggers the changes in every other area of organization. For this reason it is important to manage the culture, as this is beneficial for the organization as a whole and every individual, in particular.
Ključne besede: organization, organizational culture, values, communication, social responsibility, business ethics, service sector
Objavljeno v DKUM: 08.05.2018; Ogledov: 1595; Prenosov: 85
.pdf Celotno besedilo (2,59 MB)
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10.
An organizational framework for logistic platform and its subtypes in a search for more logistically attractive regions
Brigita Gajšek, Jure Kovač, Benjamin Hazen, 2018, izvirni znanstveni članek

Opis: Background and Purpose: Regional sustainable economic growth on logistics bases requires the coordinated development of infrastructure, information and communications technology, and proactive education of logistics specialists. The goal is reachable with regional logistics platforms (RLPs). This current research develops a theoretical model for RLPs, consisting of (1) basic constituents, (2) an implementation area, and (3) stakeholders' and operational benefits. Design/Methodology/Approach: We employed a balanced qualitative and quantitative approach using multiple case study and survey methods. Results: Systematic case study research has identified 12 “most frequently” highlighted RLP constituents and 3 areas of implementation, which were further proven by a survey. RLP's beginnings may be spontaneous until a critical mass of interested stakeholders emerges with a clear vision and start-up energy for a breakthrough. A theoretical model for RLPs is proposed. Conclusion: The secret of a successfully developing a logistics region lies in its ability to develop a mechanism for the managing and coordinating a particular logistics system's development and operation, an area that should be further researched. This study's findings provide valuable insights into the many aspects of RLPs, which can be useful for regional authorities and business owners who are eager to stimulate regional economic growth.
Ključne besede: logistics platform, organizational structure, networking, governance, regionalization, transportation
Objavljeno v DKUM: 07.05.2018; Ogledov: 1671; Prenosov: 325
.pdf Celotno besedilo (877,86 KB)
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