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Izpis gradiva

Naslov:Model upravljanja individualne uspešnosti zaposlenih s poudarkom na celovitih metodah razvoja zaposlenih in njegov vpliv na psihično dobro počutje v podjetjih storitvene dejavnosti
Avtorji:Veingerl Čič, Živana (Avtor)
Šarotar Žižek, Simona (Mentor) Več o mentorju... Novo okno
Čančer, Vesna (Komentor)
Datoteke:.pdf DOK_Veingerl_Cic_Zivana_2017.pdf (4,53 MB)
 
Jezik:Slovenski jezik
Vrsta gradiva:Doktorsko delo/naloga (mb31)
Tipologija:2.08 - Doktorska disertacija
Organizacija:EPF - Ekonomsko-poslovna fakulteta
Opis:V doktorski disertaciji smo oblikovali model upravljanja individualne delovne uspešnosti zaposlenih, ki je zasnovan na uporabi celovitih metod razvoja (CMR) (mentorstvo, sponzorstvo, coaching in medgeneracijsko sodelovanje), ki vplivajo na strateške odnose na delovnem mestu in pozitivno vplivajo na zadovoljstvo zaposlenih na delovnem mestu, na individualno delovno uspešnost in na izboljšanje psihičnega dobrega počutja zaposlenih. Nov model upravljanja individualne delovne uspešnosti je holističen in dinamičen, temelječ na razvojnih odnosih na delovnem mestu, intrinzični motivaciji, uporabi celovitih metod razvoja ter uspešnem implementiranju internega komuniciranja, katerega osnova je povratna informacija, ki skupaj z ostalimi dejavniki podpira vseživljenjsko učenje in celovit razvoj zaposlenih. Glavni namen doktorske disertacije je bil razviti model upravljanja individualne delovne uspešnosti zaposlenih z uporabo celovitih metod razvoja zaposlenih ter opredeliti povezavo individualne delovne uspešnosti zaposlenih z njihovim psihičnim dobrim počutjem in zadovoljstvom na delovnem mestu. Z raziskavo smo ugotovili, da celovite metode razvoja pozitivno vplivajo na zadovoljstvo zaposlenih na delovnem mestu in psihično dobro počutje, medtem ko je vpliv celovitih metod razvoja na individualno delovno uspešnost posreden prek psihičnega dobrega počutja. Na podlagi modeliranja strukturnih enačb smo ugotovili, da so povezave (vplivi) med konstrukti v osnovnem konceptualnem modelu nelinearne. Prav tako so rezultati raziskave pokazali, da so povezanosti med podkonstrukti statistično značilne in večinoma pozitivne ter različno močne. Negativna je samo povezanost med subjektivno emocionalnim dobrim počutjem (SEDP) in sponzorstvom, kar vodi do sklepa, da je uporaba sponzorstva kot CMR neznatno povezana s SEDP. Rezultati raziskave so v nadaljevanju pokazali, da sta uspešna implementacija in izvajanje internega komuniciranja pozitivno povezana z zunanjim zadovoljstvom zaposlenih. Prav tako smo dokazali, da obstaja močna povezava med vsebinsko uspešnostjo in notranjim zadovoljstvom zaposlenih, kar pomeni, da intrinzični dejavniki, ki determinirajo notranje zadovoljstvo na delovnem mestu, pozitivno vplivajo na interes posameznikov, da opravijo tudi tisto delo, ki ni neposredno povezano z opisom del in nalog, ter so pri svojem delu proaktivni, inovativni in prevzemajo pobude. Rezultati raziskave so potrdili, da z uporabo CMR zmanjšujemo kontraproduktivno vedenje zaposlenih, kar pomeni, da lahko z uporabo CMR zmanjšamo negativna vedenja na delovnem mestu, prispevamo k zmanjšanju škode in nesreč ter tako posredno vplivamo na ustvarjanje bolj pozitivnega in k razvoju naravnanega poslovnega okolja. Z rezultati raziskave lahko bistveno prispevamo k obogatitvi in implementaciji sistemov upravljanja IDU, prav tako usmerimo pozornost organizacij na celostno in enovito uporabo CMR za razvoj posameznikov in organizacije kot celote. Takšno delovanje bi se potem, po multiplikativnem učinku vpliva organizacij na druge organizacije, lahko razširilo tudi na ostale gospodarske panoge in uporabnost modela ne bi bila omejena samo na storitveno dejavnost. Spoznanja iz raziskave lahko predstavljajo tudi podlago za ukrepanje in spreminjanje obstoječih, tradicionalnih sistemov upravljanja uspešnosti zaposlenih v nove pristope, kjer je v središču posameznik, zaposlen.
Ključne besede:individualno upravljanje uspešnosti zaposlenih, individualna delovna uspešnost, celovite metode razvoja, zadovoljstvo na delovnem mestu, psihično dobro počutje.
Leto izida:2017
Založnik:[Ž. Veingerl Čič]
Izvor:Maribor
UDK:331.1
COBISS_ID:12800796 Povezava se odpre v novem oknu
Število ogledov:102
Število prenosov:28
Metapodatki:XML RDF-CHPDL DC-XML DC-RDF
Področja:EPF
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Skupna ocena:(0 glasov)
Vaša ocena:Ocenjevanje je dovoljeno samo prijavljenim uporabnikom.
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Sekundarni jezik

Jezik:Angleški jezik
Naslov:Model of Individual Performance Management of employees with an emphasis on holistic employee development methods and its impact on psychic well-being in companies in the service sector
Opis:In doctoral thesis, we have developed a new model of individual performance management, which is based on the use of comprehensive employee development methods (mentoring, sponsorship, coaching and intergenerational cooperation) and have a positive impact on employee satisfaction in the workplace, on individual work performance and on psychic wellbeing of employees. A new management model of individual performance is holistic and dynamic, based on development relations at workplace, intrinsic motivation, the use of comprehensive methods of development and successful implementation of internal communication, which together with other factors supports lifelong learning and a comprehensive staff development. The main purpose of the doctoral thesis was to develop a model of individual performance management of employees using comprehensive methods of employee development and with identifying the link between individual performance of employees with their psychical wellbeing and satisfaction at the workplace. With this research, we found that comprehensive development methods have positive impact on employee satisfaction at the workplace and psychic well-being, while the impact of the comprehensive development methods on the individual performance of indirectly through the well-being. Based on the structural equation modeling, we determined that the links (effects) between the constructs in the basic conceptual model were nonlinear. Also, the results of the research have shown that the relationship between sub-constructs are statistically significant, mostly positive and different in strength. There is a single negative relationship between subjective emotional well-being (SEWB) and sponsorship, which leads to the conclusion that the use of sponsorship as one of comprehensive employee development methods is marginally associated with the SEWB. The research results show that the successful implementation and enforcement of internal communication is positively associated with external employee satisfaction. We have also demonstrated that there is a strong link between contextual performance and intrinsic employee satisfaction, which means that the intrinsic factors that determine the intrinsic job satisfaction, have positive impact on the motivation of individuals to carry out the work not directly linked to their job description activities and tasks as well. Such employees work proactive, are innovative and take initiative at the job. The survey results confirmed that the use of comprehensive employee development methods reduced counterproductive behavior of employees, which means that by using comprehensive employee development methods we can reduce negative behavior at the workplace, contribute to the reduction of injuries and accidents, and indirectly influence the creation of a more positive and development-oriented business environment. We believe that the results of the research will contribute significantly to the enrichment and implementation of individual performance management systems. They will also draw attention of organizations to the integrated and uniform application of the CDM for the development of individuals and the organization as a whole. This activity would then be broadened, as an effect of multiplicative impact of organizations on other organizations, would help implementing this system into other industries and would not be limited to the service sector only. Lessons from the research may also represent the basis for the acting and modifying of existing, traditional systems of managing employee performance to the new approaches where the key is an individual, the employee.
Ključne besede:individual employee performance management, individual performance comprehensive development methods, job satisfaction, psychical well-being.


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