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21.
Perceived gender equality in managerial positions in organizations
Polona Tominc, Urban Šebjan, Karin Širec, 2017, izvirni znanstveni članek

Opis: Background and Purpose: This research aims to achieve two main objectives: to investigate differences between male and female managers regarding the perceived gender equality in organizations and to analyze the gender differences in relationships among the perceived gender equality, the perceived satisfaction with employment position and career, the perceived satisfaction with work, and the perceived work-family conflict. Design/Methodology/Approach: The sample of research includes 82 managers in Slovenian organizations. In first stage, we analyzed with t-test differences between male and female regarding perceived gender equality in decision-making positions. In the next step we developed the conceptual models and used structural equational modeling (SEM), and analyzed differences between constructs in two conceptual models. Results: The research results show that female managers perceive gender equality in organizations in general to be significantly lower than males; furthermore, perceived gender equality is positively related to the perceived satisfaction with employment position and career as well as to the perceived satisfaction with work, but both relationships are significantly stronger for female managers. On the other hand female managers seems to cope more efficiently with the perceived work-family conflict since it has significantly different impact on female managers’ perceived satisfaction with work, as compared to the male managers. Conclusion: To achieve more gender equality within organizations and a reduction of the gender gap, the legislative initiatives cannot be successful without appropriate corporate strategy sets, which presents the framework for doing business and determines the internal working culture. The findings offer several policy, as well as business practice-oriented implications.
Ključne besede: gender balance, decision-making position, employment satisfaction, work satisfaction, organization, management, managerial positions, gender equality
Objavljeno: 06.07.2017; Ogledov: 389; Prenosov: 150
.pdf Celotno besedilo (1021,95 KB)
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22.
Hybrid societies: challenges and perspectives in the design of collective behavior in self-organizing systems
Heiko Hamann, Yara Khaluf, Jean Botev, Mohammad Divband Soorati, Eliseo Ferrante, Oliver Kosak, Jean-Marc Montanier, Sanaz Mostaghim, Richard Redpath, Jon Timmis, Frank Veenstra, Mostafa Wahby, Aleš Zamuda, 2016, izvirni znanstveni članek

Opis: Hybrid societies are self-organizing, collective systems, which are composed of different components, for example, natural and artificial parts (bio-hybrid) or human beings interacting with and through technical systems (socio-technical). Many different disciplines investigate methods and systems closely related to the design of hybrid societies. A stronger collaboration between these disciplines could allow for re-use of methods and create significant synergies. We identify three main areas of challenges in the design of self-organizing hybrid societies. First, we identify the formalization challenge. There is an urgent need for a generic model that allows a description and comparison of collective hybrid societies. Second, we identify the system design challenge. Starting from the formal specification of the system, we need to develop an integrated design process. Third, we identify the challenge of interdisciplinarity. Current research on self-organizing hybrid societies stretches over many different fields and hence requires the re-use and synthesis of methods at intersections between disciplines. We then conclude by presenting our perspective for future approaches with high potential in this area.
Ključne besede: hybrid society, bio-hybrid, distributed, self-organization, design, intedisciplinary
Objavljeno: 10.07.2017; Ogledov: 348; Prenosov: 163
.pdf Celotno besedilo (603,11 KB)
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23.
Authentic leadership to the future
Vlado Dimovski, Marko Ferjan, Miha Marič, Miha Uhan, Marko Jovanović, Matej Janežič, 2012, izvirni znanstveni članek

Opis: Authentic leadership is the latest evolutionary stage in leadership development and emphasizes the leader's authenticity. The construct of authenticity was researched by ancient Greek philosophers as 'know thy-self ', and 'thy true self '. Authentic leadership began to develop after 2004. The main reason why the researchers place so much attention to authentic leadership is fact that authentic leadership reaches all of the employees in organizations. Authentic leaders must identify the strengths of their followers and help them with their development and integration towards a common goal, purpose, vision and identity of the organization. Authentic leadership is seen as the final stage in the development of leadership styles, properties of this leadership style, and the consequences of this style have not been fully explored. In our paper we will explore this new style of leadership and its implications.
Ključne besede: authentic leadership, leadership, human resources, organizational behavior, organization
Objavljeno: 24.07.2017; Ogledov: 627; Prenosov: 190
.pdf Celotno besedilo (593,20 KB)
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24.
The connection between culture and organizational behavior
Sonja Treven, 2005, izvirni znanstveni članek

Opis: The paper presents various approaches to studying cultures of different countries. The starting point is the Hofstede's dimensions of cultural values as well as Hall's approach to high- and low- context cultures and Trompenaars model of cultural differences. After that the interaction between culture and organizational behavior is discussed. A special attention to the impact of culture on motivation of employees, communication, conflict resolution and organizational changes is given.
Ključne besede: culture, corporate culture, company, organization, organizational culture, behavior, behaviorism, motivation, leadership, use of human capabilities
Objavljeno: 26.07.2017; Ogledov: 466; Prenosov: 142
.pdf Celotno besedilo (192,11 KB)
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25.
The impact of the implementation of a learning organization on the formation of a positive organizational identity
Marko Peršič, Duško Uršič, Draško Veselinovič, 2014, izvirni znanstveni članek

Opis: This paper examines the results of a broader research of the impact of the implementation of a learning organization on the formation of a positive organizational identity in the Slovenian entrepreneurial practice. On the basis of an analysis carried out in 2012 on a sample of 132 enterprises in Slovenia, the authors derived their own definition of organizational learning. With the aid of factor analysis and a regression model, we established that each factor defined in this paper independently affects the formation of a positive organizational identity. However, in the event of joint factors of the learning organization, only the factor empowerment and organization have a statistically significant impact on the formation of a positive organizational identity. The findings from our research are applicable in almost every company in Slovenia, where the management can use them to form the company’s organizational identity with the aim of increasing the competitiveness of the company’s business.
Ključne besede: learning organization, positive organizational identity, organizational learning, factor analysis
Objavljeno: 03.08.2017; Ogledov: 353; Prenosov: 34
.pdf Celotno besedilo (101,24 KB)
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26.
An overview of models for assessment of organization virtuality
Peter Veber, 2009, izvirni znanstveni članek

Opis: A virtual organization is a network of legally independent organizations and/or individuals that produce products and/or services based on a common business understanding. This new organization structure is posited as radical departure from the traditional, hierarchic, bureaucratic and co-located mode of organizing that dominated the twentieth century. In contrast, the characteristics of the new, virtual organization forms are seen to be dynamic, networked, distributed, digital, flexible, collaborative and innovative. The challenge, however, is to determine which organization as a subject employs virtual form and which not. The answer to this question is decidedly complex as most organizations have forms that are somewhere in between; therefore, it is usually only possible to determine how virtual one organization is on certain aspects. In the other words: what is the level of its virtuality? Several models for the assessment of organization virtuality have been developed by many different authors. The purpose of this paper is to investigate and present all the published models of virtual organization that are publicly available in the world literature. The strengths and weaknesses of all models found are presented, together with their mutual relations.
Ključne besede: virtual organization assessment, virtual organization models, organization virtuality, virtuality assessment
Objavljeno: 28.11.2017; Ogledov: 216; Prenosov: 205
.pdf Celotno besedilo (814,79 KB)
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27.
Authentic leadership in contemporary Slovenian business environment
Vlado Dimovski, Barbara Grah, Sandra Penger, Judita Peterlin, 2010, izvirni znanstveni članek

Opis: The paper explores the authentic leadership in learning organization in Slovenian business environment. The purpose of the paper is to present relationship between authentic leadership and learning organization. Main research thesis is focused on characteristics of authentic leadership in company HERMES SoftLab. The main thesis of this paper is that authentic leadership in learning organization enables the growth of leaders in organizational surroundings through a constant dedication to authenticity and organizational learning that will be explored through the qualitative research method of case study research approach. Key research finding is that authentic leaders can be identified in company HERMES SoftLab and that there is a mutual influence between learning organization and authentic leadership. Therefore, the main research finding is that the learning organization leverages the authentic leadership, which in turn leverages the learning organization.
Ključne besede: enterprises, leadership, management, learning organization
Objavljeno: 28.11.2017; Ogledov: 300; Prenosov: 35
.pdf Celotno besedilo (323,70 KB)
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28.
Contribution to the collaborative work in virtual organization
Fernando Crespo, Chandra Sekhar Pedamallu, Linet Ozdamar, Gerhard-Wilhelm Weber, 2012, izvirni znanstveni članek

Opis: A virtual organization is a community of people who interact together socially on a technical platform. These kinds of communities are built on a common interest, a common problem or a common task of its members that is pursued on the basis of implicit and explicit codes of behavior. The six dimensions that are normally used to analyze virtual organizations are the use of technologies, sense of belonging, success factors, level of trust from members, virtual community management, and contents of the virtual community. The virtual organizations defined in the literature are not defined separately for non-profit research virtual organization. Here we present analysis of non-profit research virtual organization, European Working Group on Operational Research for Development (EGW ORD). This paper provides a summary of achievements and challenges faced in building a virtual organization. This kind of analysis plays a vital role in establishing new non-profit virtual organizations to serve the research community in their field of interest. It is also helpful to the group in broadening its presence and involving more researchers, practitioners and students in the field of operational research.
Ključne besede: virtual organization, virtual community, operational research, societies, EURO
Objavljeno: 29.11.2017; Ogledov: 248; Prenosov: 19
.pdf Celotno besedilo (392,67 KB)
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29.
Mobbing in a non-profit organisation
Andrej Kovačič, Nevenka Podgornik, Zorica Pristov, Andrej Raspor, 2017, izvirni znanstveni članek

Opis: Purpose: The aim of this paper is to analyse mobbing in a large, non-profit, state-owned organization in order to find out to what extent mobbing is present and in what way it takes place. In addition, the purpose of the research is to analyse whether the extent of mobbing is connected to employee’s age, gender and position. Methodology: In this quantitative research, a total of 355 opinions were collected using a random selection procedure within the selected large size, state-owned organization (between 1000 and 2000 employees). The results of the employees’ experiences of mobbing were statistically analysed and tested. Results: Similar to other researches, a third of all respondents stated they have been affected by mobbing in the last three years. Additionally, we found out that younger employees are not affected more than older. Interestingly, there are also no gender differences as both genders seem to be affected similarly. Also, a management position does not mean a person is less exposed to mobbing. Finally, we confirmed that the most frequent type of mobbing is vertical mobbing (carried out by an employer / manager on employees or vice versa). Originality / value: The study fills a current gap in the research and understanding of mobbing in non-profit organizations in Slovenia as it presents the magnitude of mobbing experiences as well as the relations between the attackers and victims. The study also provides a good starting point for further research on this sensitive subject. Research limitations / conclusions: Since the research was limited to one non-profit organization, it makes sense to explore the phenomenon in different individual profit companies as well as non-profit organisations in order to create plans for preventing and limiting mobbing.
Ključne besede: mobbing, gender, organization, culture
Objavljeno: 04.12.2017; Ogledov: 492; Prenosov: 146
.pdf Celotno besedilo (518,96 KB)
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30.
On-the-job training and human resource management
Kosovka Ognjenović, 2015, izvirni znanstveni članek

Opis: Background: In this paper, the effects of four groups of factors on organizational performance are examined. Those are human resource management (HRM) policies and practices, financial and business indicators, location, and firm characteristics. A review of selected literature confirmed that a similar set of factors, through its positive effects on boosting organizational performance, may significantly improve competitive advantage of firms. Methods: An empirical analysis using firm-level data is conducted on the sample of enterprises operating in Serbia. A microeconometric approach is employed in order to specify and estimate empirical models. Two statistical models are applied. The ordered probit model is used for investigating organizational performance and the standard binary probit model for examining the decision of a firm to integrate the human resource development (HRD) department into its organizational structure. The goodness of fit measures confirmed the statistical reliability of estimated models. Results: Estimation results revealed that optimization of the number of employees, sales and revenues, firm age, increased market demand and competitive environment, as well as the ‘right decisions’ of the top management have significantly positive effects on boosting organizational performance. Significance of on-the-job training for boosting organizational performance was not empirically supported. In the same group of factors are firm size, industry and region. An auxiliary model shown that large- and medium-sized firms, firms with high level of revenues, privately owned, foreign and those located in or near to the capital city are more likely to have HRD departments. Conclusions: This paper provides a survey of the theoretical literature and explains empirical findings that are relevant for understanding to what extent on-the-job training, managing human resource, as well as some other internal and external organizational and financial factors are important for enhancing competitive advantage of firms.
Ključne besede: training, human resource management, competitiveness, organization, employees
Objavljeno: 04.12.2017; Ogledov: 416; Prenosov: 60
.pdf Celotno besedilo (786,44 KB)
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