Iskanje po katalogu digitalne knjižnice

Opis: Purpose: The purpose of this study is to examine how employee perceptions of corporate social responsibility (CSR) can enhance creative performance in an organization both directly and indirectly through job satisfaction and organizational citizenship behavior. This will allow organizations to consider the different factors influencing creative performance, and how these factors can be utilized in a beneficial manner for the organization. Methods: The data for this study was collected via a survey among three telecommunication companies. The valid responses amounted to 344 junior employees. The data was then analyzed to test the hypotheses through structural equation modeling (SEM). Results: The findings of this study indicated a direct positive significant relationship between employee CSR perceptions and creative performance. As well as a positive correlation between employee CSR perceptions and extrinsic and intrinsic job satisfaction. Furthermore, supporting the indirect effects of job satisfaction and organizational citizenship behavior. Moreover, a positive correlation between job satisfaction and organizational citizenship behavior was found. Finally, organizational citizenship behavior and creative performance showcased a positive correlation as well. Conclusion: Organizations should consider the impact of employee CSR perceptions on creative performance, indirectly through extrinsic and intrinsic job satisfaction and organizational citizenship behavior to achieve higher levels of creative performance within their organizations.
Ključne besede: employee CSR perceptions, job satisfaction, creative performance, corporate social responsibility, creativity, organizational citizenship behavior
Objavljeno v DKUM: 09.10.2025; Ogledov: 0; Prenosov: 1
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Opis: Ever-increasing organizational needs for dynamism and progress in performance and product have highlighted the crucial role of innovation in organizations. However, this emphasis on innovation often leads managers to overlook efficiency aspects of organizations or place them at the periphery of attention. The importance of exploitation and exploration varies depending on organizational conditions. This paper aims to investigate organizational ambidexterity as a mediator in the influence of agility on firm performance. Whereas the literature appreciates a good volume of work in the areas of organizational performance and agility, there is still a lack of support for the debate surrounding the two sides of ambidexterity, especially in the area of balancing between exploitation and exploration. This study uses an online survey-based approach to collect data from 276 SME managers in Turkey to test the proposed research model. The collected data have been analyzed by conditional process analysis using the PROCESS macro for SPSS. In the end, the results of the models confirmed that organizational agility has meaningful effects on organizational performance, and both exploitation and exploration had meaningful effects on organizational performance. The mediating role of ambidexterity has also been confirmed in this study.
Ključne besede: agility, exploration, exploitation, ambidexterity, organizational performance
Objavljeno v DKUM: 03.07.2025; Ogledov: 0; Prenosov: 6
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Opis: Background and Purpose: The construct of organizational ambidexterity (OA) has attracted the growing attention in management research. Previous empirical research has investigated the effect of organisational ambidexterity on performance from various perspectives. This study aims to resolve the contradictory previous research findings on the relationship between organisational ambidexterity and innovation performance. We unpack this construct with combined dimension of ambidexterity, which relates to a combination of high levels of both exploration and exploitation (introduction of products or services that were new to the market and new to the firm). Methodology: We frame our ambidexterity hypothesis in terms of firm’s innovation orientation. The hypothesis is tested by using Community Innovation Survey (CIS) 2006 micro data at the organizational level in twelve countries. To operationalize an ambidexterity and firms innovation outcome, we used self-reported measures of innovativeness. Results: To test our hypothesis, we developed a set of models and tested them with multiple hierarchical linear regression analyses. The results indicate that exploration and exploitation are positively related to firm’s innovation performances which supports our assumption that both are complementary. Furthermore, we find that above and over their independent effects, through combining them into a single construct of organizational ambidexterity, this variable remains negatively and significantly related to innovation performance. Conclusion: These results provides the managers with an idea of when managing trade-offs between exploration and exploitation would be more favorable versus detrimental. For firms with lower organizational ambidexterity, the relationship between exploration-exploitation and the firm’s innovation performance is a more positive one.
Ključne besede: enterprises, entrepreneurs, entrepreneurship, organizational ambidexterity, exploration, exploitation, innovation performance
Objavljeno v DKUM: 10.01.2018; Ogledov: 1211; Prenosov: 448
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Opis: 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.
Ključne besede: organizational values, balanced values, model of organizational values, business performance, organizational effectiveness, organizational commitment, Fortune 100 companies
Objavljeno v DKUM: 14.04.2015; Ogledov: 1883; Prenosov: 317
Celotno besedilo (9,47 MB)