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Title:Ujemanja posameznika z organizacijo in fluktuacija zaposlenih
Authors:ID Doliška, Katja (Author)
ID Nedelko, Zlatko (Mentor) More about this mentor... New window
Files:.pdf MAG_Doliska_Katja_2022.pdf (1,69 MB)
MD5: 9189C64AAE0AD6FAD92C777E4F98DD8F
PID: 20.500.12556/dkum/50311428-9a4e-4bb8-b521-f6aa7c892f36
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:V magistrskem delu smo obravnavali povezavo med ujemanjem posameznika-organizacije ter fluktuacijo zaposlenih. Ujemanje posameznik-organizacija je ena izmed dimenzij multidimenzionalnega konstrukta ujemanje posameznik-okolje in se nanaša na podobnost, skladnost oz. korespondenco med organizacijo in posameznikom. Visoke stopnje ujemanja posameznik-organizacija bi naj vodile do različnih pozitivnih zaposlitvenih izidov, kot so npr. delovno zadovoljstvo, organizacijska pripadnost, pro-socialna vedenja ter ohranitev zaposlenih v podjetju. Dogajanje na trgu dela nakazuje višjo stopnjo fluktuacije zaposlenih, kar večinoma pomeni višje stroške za podjetje, na ravni posameznika pa lahko vodi v nižje psihično blagostanje. Fluktuacijo definiramo kot vsakršno odhajanje delavcev iz podjetja zaradi različnih vzrokov. Dosedanje raziskave so pokazale pomembno povezavo med ujemanjem posameznika-organizacije s fluktuacijo. V magistrski nalogi smo predstavili pregled raziskav na področju obeh konstruktov ter si opisali, kako na fluktuacijo vplivajo še dejavniki kot so starost, spol in izobrazba. Na vzorcu zaposlenih srednje velikega podjetja smo opravili raziskavo in ugotovili, da je namen fluktuacije ob višji stopnji ujemanja P-O nižji. Ugotovili smo tudi, da na to povezavo spremenljivke spol, izobrazba, starost in tip pogodbe niso imele statistično značilnega vpliva.
Keywords:Ujemanje posameznik-okolje, ujemanje posameznik-organizacija, vrednote, fluktuacija zaposlenih, ujemanje v vrednotah.
Place of publishing:[Maribor
Publisher:K. Doliška
Year of publishing:2022
PID:20.500.12556/DKUM-81140 New window
UDC:331.1
COBISS.SI-ID:104411651 New window
Publication date in DKUM:11.04.2022
Views:1257
Downloads:146
Metadata:XML DC-XML DC-RDF
Categories:EPF
:
DOLIŠKA, Katja, 2022, Ujemanja posameznika z  organizacijo in fluktuacija zaposlenih [online]. Master’s thesis. Maribor : K. Doliška. [Accessed 20 January 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=81140
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Licences

License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:22.01.2022

Secondary language

Language:English
Title:Person-Organization fit and employee turnover
Abstract:In this master's thesis, we've discussed the relationship between Person-Organization fit and Employee Turnover. Person-Organization fit is a dimension of a multidimensional construct Person-Environment fit; and it refers to a similarity, congruence or correspondence between an organization and an individual. High levels of Person-Organization fit can lead to various positive outcomes, such as job satisfaction, organizational commitment, pro-social behaviors, and retention of employees in the organization. Current situation on job market shows higher levels of turnover, which usually means higher costs for the organization and can lead to lower psychological well-being for an individual. We define turnover as any departure from the organization by an employee, which occurs due to various reasons. Research to date has shown statistically significant negative relations between the Person-Organization Fit and Employee Turnover. In this master’s thesis we have presented review of to the two constructs and explained how are different factors, such as age, gender, and education, connected to turnover. We’ve conducted research on a medium-sized company and found that the Turnover intent was lower when the P-O fit level was higher. We also found that factors gender, age, education, and type of employment contract did not influence this connection.
Keywords:Person-environment fit, Person-organization fit, values, employee turnover, value congruence.


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