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Title:IMPACT OF BALANCED ORGANIZATIONAL VALUES ON BUSINESS PERFORMANCE
Authors:Malbašić, Ivan (Author)
Potočan, Vojko (Mentor) More about this mentor... New window
Files:.pdf DOK_Malbasic_Ivan_2015.pdf (9,47 MB)
 
Language:English
Work type:Doctoral dissertation (mb31)
Typology:2.08 - Doctoral Dissertation
Organization:EPF - Faculty of Business and Economics
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
Year of publishing:2015
Publisher:I. Malbašić]
Source:[Maribor
UDC:005.7
COBISS_ID:11964444 Link is opened in a new window
NUK URN:URN:SI:UM:DK:6D4D9HZW
Views:858
Downloads:121
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:EPF
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Secondary language

Language:Slovenian
Title:VPLIV URAVNOTEŽENIH ORGANIZACIJSKIH VREDNOT NA POSLOVANJE
Abstract:Sodobni pogoji za poslovanje vplivajo na razvoj novih organizacijskih in vodstvenih paradigem. Med njimi je treba izpostaviti koncept organizacijskih vrednot, ki postaja pomemben del delovanja večine dobrih organizacij. Toda dosedanje raziskave področja vrednot ne ponujajo odgovora na vprašanje, kako uravnoteženost organizacijskih vrednot vpliva na poslovno uspešnost organizacij. Temeljni izziv izbranega raziskovalnega področja torej predstavlja razvoj celovitega modela uravnoteženih organizacijskih vrednot, ki bo v sodobni poslovni praksi aktualen in uporaben. Pri razvoju modela izhajamo iz spoznanj dveh ključnih in najpogosteje uporabljenih modelov obravnave vrednot, in sicer okvira konkurenčnih vrednot in Schwartzevega modela vrednot. Preizkus ustreznosti in možne uporabnosti razvitega modela organizacijskih vrednot, temelječega na poslanstvu, smo preverili na organizacijskih vrednotah podjetij, vključenih na seznam Fortune 100 podjetij. Hkrati so rezultati te raziskave potrdili prvo hipotezo disertacije: da je predlagani model uravnoteženih organizacijskih vrednot ustreznejši za raziskovanje uravnoteženosti vrednot v sodobni poslovni praksi kot okvir konkurenčnih vrednot in Schwartzev model vrednot. Za preverjanje raziskovalnih hipotez, predvsem druge in tretje s povezanimi podhipotezami, smo izvedli raziskavo organizacijskih vrednot v 24 podjetjih na Hrvaškem. V posameznih podjetjih je bilo v anketo vključenih od 27 do 50 zaposlenih, kar nam je omogočilo pridobitev 874 anketnih vprašalnikov. Rezultati obravnave druge hipoteze kažejo, da stopnja neravnotežja vrednot ni značilno povezana s splošno višjo stopnjo organizacijske pripadnosti. Poleg tega rezultati kažejo, da stopnja neravnotežja vrednot ni povezana z višjo stopnjo afektivne organizacijske pripadnosti niti z višjo ravnijo normativne organizacijske pripadnosti. Hkrati smo ugotovili, da obstaja srednje močna negativna korelacija med stopnjo neravnotežja vrednot in stopnjo trajne organizacijske pripadnosti. Rezultati obravnave tretje hipoteze in njenih podhipotez dokazujejo, da so organizacije z uravnoteženimi organizacijskimi vrednotami na splošno uspešnejše od organizacij z neuravnoteženimi vrednotami. Takšno ugotovitev dodatno potrjujejo rezultati obravnave splošne ravni organizacijske uspešnosti ter večine vidikov organizacijske uspešnosti, ki temeljijo na uravnoteženem sistemu kazalnikov. V disertaciji so navedeni tudi predlogi za uporabo predstavljenih spoznanj v poslovni praksi delovanja podjetij. V doktorski raziskavi razviti model organizacijskih vrednot, temelječ na poslanstvu, sledi spoznanjem najpogosteje uporabljenih modelov, integrira njihova spoznanja ter jih nadgrajuje z novimi spoznanji, temelječimi na izbranih znanstvenih spoznanjih in izkušnjah iz poslovne prakse. In kar je najbolj pomembno, disertacija predstavlja empirično potrditev pomembnosti uravnoteženosti organizacijskih vrednot kot enega izmed osnovnih pogojev za uspešno poslovanje podjetij.
Keywords:organizacijske vrednote, uravnotežene vrednote, model organizacijskih vrednot, poslovanje, organizacijska uspešnost, organizacijska pripadnost, Fortune 100 podjetij


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