doktorska disertacija
David Smolej (Author), Branko Lobnikar (Mentor), Vinko Gorenak (Co-mentor)

Abstract

Delovna zavzetost je nov koncept upravljanja s človeškimi viri, na katerega gledamo s številnih organizacijskih vidikov. Obravnavamo jo tudi skozi zadovoljstvo zaposlenega, organizacijsko vedenje in motivacijo, kot tudi čustveno, intelektualno in kognitivno predanost organizaciji. Poznamo tri stopnje delovne zavzetosti. Zaposleni so lahko zavzeti, nezavzeti ali aktivno nezavzeti pri svojem delu. Dosedanje raziskave so pokazale, da je večina zaposlenih v različnih tipih organizacij nezavzetih za delo. To so zaposleni, ki naredijo tisto, kar morajo, dela pa ne opravljajo energično in s strastjo, kar je značilno za zavzete zaposlene. Nezavzeti zaposleni v svoje delo vlagajo čas, ki pa ga na delovnem mestu ne preživijo kognitivno in s čustveno predanostjo. Ugotavljanje delovne zavzetosti v organizaciji je pomembno zaradi napovedi dobička in uspešnosti organizacije v prihodnosti. Policija sicer ni organizacija, ki bi stremela k dobičku, vendar je delovna zavzetost zaposlenih v policiji pomembna zaradi zagotavljanja notranje varnosti v državi. Ko govorimo o zaposlenih v slovenski policiji, je njihova delovna zavzetost toliko bolj pomembna, saj kot del Schengenskega območja zagotavljajo varnost tudi v Evropski uniji. Zaradi pomembnosti tega vprašanja smo opravili raziskavo med 739 policisti v Sloveniji, s katerim smo v prvi fazi ugotavljali stanje delovne zavzetosti, v nadaljevanju pa razvili model za krepitev delovne zavzetosti zaposlenih v slovenski Policiji. Delovno zavzetost smo merili z Gallupovim vprašalnikom Q12 in jo v nadaljevanju pojasnjevali z dvema faktorjema: Skrb za razvoj zaposlenega in Pogoji za učinkovito delo. Ugotovili smo, da na Skrb za razvoj zaposlenega statistično značilno in pozitivno vpliva Socialna opora nadrejenih, samoučinkovitost v obliki Posrednih izkušenj, Čustvenega stanja in Lastnih izkušenj. Statistično značilen in negativen vpliv pa imajo Cinizem do nadrejenih, Cinizem do skupnosti in Socialno spodkopavanje nadrejenih v javnosti. Za drugi faktor Pogoji za učinkovito delo, s katerim smo prav tako pojasnjevali delovno zavzetost, smo ugotovili, da statistično značilno in pozitivno vpliva samoučinkovitost v obliki Čustvenega stanja in Lastnih izkušenj, statistično značilen in negativen vpliv pa imata Cinizem do nadrejenih in Normativni cinizem. Glede na te in druge ugotovitve smo podali določene predloge za prakso. Na področju vodenja priporočamo vzpostavitev večje interakcije med policisti in njihovimi vodji. Izogibati se je treba načinu vodenja v obliki socialnega spodkopavanja. Na področju delovno pravnih zadev priporočamo ureditev statusa policistom, ki so zaposleni za določen čas, in policistom, ki opravljajo zahtevnejša dela v nižjih nazivih, kot jih določa sistemizacija delovnih mest. Prav tako svetujemo zaposlovanje policistov, ki imajo dejansko bivališče bližje delovnemu mestu. Zaradi Cinizma do pravne države priporočamo vzpostavitev sistema medsebojnega obveščanja policije, tožilstva in sodišča. Svetujemo pa tudi vzpostavitev kariernega sistema, ki bo služil trajnostnemu razvoju policije. Iz operativnega vidika je treba vzpostaviti profesionalizacijo policije tako, da se bo čim več policistov ukvarjalo z ozkim področjem dela. Prav tako svetujemo boljše vključevanje policistk v skupnost in večje zagotavljanje čustvene opore policistom v stresnih situacijah. Predlagamo tudi nadaljevanje procesa zvišanja ravni izobrazbe policistov ter zagotavljanje specialističnega usposabljanja in okrepitev mentorstva mlajšim policistom.

Keywords

policija;policisti;zaposleni;delovna zavzetost;samoučinkovitost;cinizem;spodkopavanje;socialna opora;Slovenija;doktorske disertacije;

Data

Language: Slovenian
Year of publishing:
Typology: 2.08 - Doctoral Dissertation
Organization: UM FVV - Faculty of Criminal Justice
Publisher: D. Smolej]
UDC: 005.336:351.74(497.4)(043.3)
COBISS: 3111914 Link will open in a new window
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Other data

Secondary language: English
Secondary title: MODEL FOR STRENGHTENING EMPLOYEE ENGAGEMENT IN SLOVENE POLICE
Secondary abstract: Employee engagement is a modern concept of human resources management, considered from different organisational aspects. Employee engagement is analysed from a point of view of employee's satisfaction, organisational behaviour and motivation, as well as emotional, intellectual and cognitive dedication to the organisation. There are three levels of employee engagement – employees are engaged, not-engaged or actively disengaged. Research has shown that the majority of employees in organisations are not-engaged when it comes to work. This type of employees do what they have to, and, unlike the engaged employees, do not perform their work tasks energetically. Not-engaged employees only invest time into their work tasks, but do not spend this time in a cognitive manner or in emotional dedication. Measurement of employee engagement in an organisation is sensible in order to predict profits and the future performance. Police are not exactly a profit-oriented organisation, but the employee engagement of its employees is nonetheless vital, since it maintains and provides the country's home security. Employee engagement of Slovenian police is increasingly relevant because of the country's membership of the Schengen area and its role in provision of safety in the entire European Union. This important fact lead to a survey of 739 police officers, aimed primarily at measuring the level of employee engagement, and secondly to develop a model to strengthen the employee engagement in Slovenian police. Employee engagement was measured with the Q12 Gallup Employee engagement survey and the results were interpreted with two factors: Employee development provision and Conditions for engaged work. The results showed that : Social support of superiors, self-efficiency in the form of Indirect experience, Emotional state and One's own experience have a statistically significant positive impact v have statistically significant and positive effect on Employee development provision, while Cynicism towards the superiors, Cynicism towards the community and Public social undermining of superiors have a statistically significant negative impact. In reference to Conditions for engaged work, the second factor with which employee engagement was assessed, it was established that Self-efficiency in the form of Emotional state and Personal experience have a statistically significant positive effect, while Cynicism towards superiors and Normative cynicism have the opposite, statistically significant negative effect. Practical guidelines were proposed in line with these findings. Improvement of interaction between the police officers and superiors is strongly advised in the area of leadership. In this context, the method of leadership by social undermining needs to be avoided. It is also advised for the working status of police officers to be appropriately defined in the Labour Law, particularly for employees who work part-time and employees who perform more demanding tasks at lower positions than defined in job classification. It is also recommendable to employ officers who live locally. In line with today's cynical attitude towards the functioning of the rule of law, it is advised for police, state prosecution offices and courts to establish a common information channel. Career system, which would foster sustainable development of the police, should also be introduced. From the operational aspect, police professionalization should be introduced in order for officers to specialise in narrow area of expertise. Better integration and inclusion of female officers is also highly advised, as well as provision of emotional support for employees who have experienced highly stressful situations. In addition, level of education for police officers should be increased, their constant specialised training provided and mentorship for young officers improved.
Secondary keywords: police;police officers;employee;employee engagement;self-efficacy;cynicism;social undermining;social support;Slovenia;
URN: URN:SI:UM:
Type (COBISS): Doctoral dissertation
Thesis comment: Univ. Maribor, Fak. za varnostne vede, Ljubljana
Pages: 323 str.
ID: 9136057