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Title:Model upravljanja starejših zaposlenih in njegov vpliv na delovno zavzetost starejših zaposlenih
Authors:Rožman, Maja (Author)
Treven, Sonja (Mentor) More about this mentor... New window
Čančer, Vesna (Co-mentor)
Files:.pdf DOK_Rozman_Maja_2018.pdf (12,59 MB)
 
Language:Slovenian
Work type:Doctoral dissertation (mb31)
Typology:2.08 - Doctoral Dissertation
Organization:EPF - Faculty of Business and Economics
Abstract:V okviru demografskih sprememb in aktivnega staranja na delovnem mestu upravljanje starejših prispeva k ustvarjanju novih pogledov na celotnem področju managementa človeških virov s poudarkom na ravnanju s starejšimi zaposlenimi. Staranje delovne sile je ključnega pomena za prihodnjo gospodarsko rast, konkurenčnost in uspešnost, kar pa bo vse bolj odvisno od tega, kako učinkovito lahko delodajalci izkoriščajo prednost starejših zaposlenih. Upravljanje starejših zaposlenih je razvijajoča se veja na področju managementa človeških virov in bo v prihodnosti ponudila številne rešitve in koncepte, kako reševati problematiko starejših zaposlenih v podjetjih. Raznolikost delovne sile se danes šteje kot pomembna osnova za uspešna podjetja, ki so usmerjena k strankam in naravnana navzven. Zato je treba starostno raznolikost v podjetjih priznati in jo ceniti, hkrati pa se moramo zavedati, da je treba ustvariti primerno okolje za spoštovanje raznolikosti delovne sile. Starostna raznolikost zaposlenih mora postati del splošne strategije podjetja za enakost in raznolikost. Obstoječe raziskave v tujini in domačem območju le delno obravnavajo izbrani problem, prav tako se je večina avtorjev v svojih raziskavah omejila le na posamezne dejavnike, zato smo v model upravljanja starejših zaposlenih, ki smo ga razvili v doktorski disertaciji, vključili večje število dejavnikov in prav tako nove dejavnike, ki jih avtorji v svojih raziskavah niso obravnavali kot celoto. Avtorji so v svojih raziskavah analizirali posamezne dejavnike na osnovi vseh zaposlenih. V raziskavi smo se omejili na starejše zaposlene, ki jih avtorji niso ločeno obravnavali pri posameznih dejavnikih. S tega vidika smo v doktorski disertaciji s pomočjo že obstoječih teorij in novih spoznanj ter na osnovi opravljene empirične raziskave poskušali odgovoriti na temeljno raziskovalno vprašanje: Ali upravljanje starejših zaposlenih, s katerim omogočimo pozitivne spremembe ugodnega delovnega okolja za starejše, pozitivno vpliva na njihovo zavzetost na delovnem mestu? Namen doktorske disertacije je na osnovi teoretičnih izhodišč predstaviti pomen upravljanja starejših za celotno družbo, problem starejših zaposlenih v Sloveniji in njihovo upravljanje kot pomembno vejo managementa človeških virov, ki predstavlja velik izziv za slovenska podjetja. Namen doktorske disertacije je prav tako izoblikovati model upravljanja starejših zaposlenih in njihove zavzetosti na delovnem mestu, ki bo služil kot temelj dojemanja uspešnega staranja starejših zaposlenih in oblikovanja ustreznega delovnega okolja, ki bo ugodno za vse generacije.
Keywords:starejši zaposleni, upravljanje starejših zaposlenih, management človeških virov, delovna zavzetost.
Year of publishing:2018
Publisher:M. Rožman]
Source:[Maribor
UDC:331.1
COBISS_ID:13208092 Link is opened in a new window
License:CC BY-NC-ND 4.0
This work is available under this license: Creative Commons Attribution Non-Commercial No Derivatives 4.0 International
Views:42
Downloads:4
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Categories:EPF
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Secondary language

Language:English
Title:The model of managing older employees and its impact on work engagement of older employees
Abstract:In the context of demographic change and active ageing at the workplace, the management of older persons contributes to the creation of new perspectives on the entire field of human resource management with the emphasis on dealing with older employees. The ageing of the workforce is crucial for future economic growth, competitiveness and performance, which will increasingly depend on how effectively employers can take the advantage of older employees. The management of older employees is a developing branch in the field of human resource management and, in the future, it will offer a number of solutions and concepts on how to solve the problems of older employees in companies. Today, the diversity of the workforce is considered an important basis for successful companies which are customer-oriented and outward oriented. Therefore, the age diversity in companies needs to be recognised and valued, while at the same time we must be aware that an appropriate environment should be created to respect the diversity of the workforce. The age diversity of employees must become a part of the general strategy of a company for equity and diversity. The existing research abroad and in the home area only partially address the selected problem and the majority of authors have focused only on individual factors in their research; therefore, in the model of management of older employees, which we developed in the doctoral dissertation, we have included a number of factors and also new factors which the authors have not considered as a whole in their research. In their research, the authors have analysed individual factors on the basis of all employees. In the research, we have focused on older employees who were not addressed by the authors separately according to individual factors. From this perspective, we have tried to answer the fundamental research question in the doctoral dissertation by the help of the existing theories, new insights and on the basis of the implemented empirical research: Does the management of older employees, by which we enable positive changes of a working environment favourable for older employees, positively affect their engagement at the workplace? The aim of the doctoral dissertation is to present, on the basis of theoretical starting points, the importance of the management of older people for the entire society, the problem of older employees in Slovenia and their management as an important branch of human resource management, which presents a major challenge for Slovenian companies. The aim of the doctoral dissertation is also to form a model of management of older employees and their engagement at the workplace, which will serve as the basis for understanding the successful ageing of older employees and creating an appropriate working environment favourable for all generations.
Keywords:older employees, age management, human resources management, work engagement


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