razlike med Slovenijo in izbranimi državami
Gašper Jordan (Author), Gozdana Miglič (Mentor), Miha Marič (Co-mentor)

Abstract

Pomembnost znanja na področju upravljanja s človeškimi viri se povečuje, zato se organizacije vedno bolj zanimajo za nova spoznanja s tega področja, saj se zavedajo, da so zaposleni gonilo vsake organizacije. Omenjena spoznanja so pomembna tudi za akademsko sfero. Če želimo imeti uspešnega in učinkovitega zaposlenega, mora biti ta zadovoljen z vsem vidiki dela, hkrati pa si organizacije želijo, da bi čutili čim večjo pripadnost ter zato ne bi povzročali skrbi o njihovem odhodu drugam. Da pa imamo celoten vpogled v počutje posameznika, moramo gledati nanj tudi s psihološkega vidika, kjer ima pomembno vlogo psihološko opolnomočenje. Psihološka ocena posameznika vpliva tako na zadovoljstvo kot na pripadnost, zato smo v magistrskem delu preverili predpostavljeni konceptualni model vpliva psihološkega opolnomočenja in zadovoljstva z delom na organizacijsko pripadnost. Raziskavo smo izvedli med 408 visokošolskimi pedagogi v Sloveniji, Srbiji, Avstriji, Nemčiji, na Češkem in Hrvaškem. Med seboj smo primerjali preiskovane konstrukte psihološkega opolnomočenja, zadovoljstva z delom in organizacijske pripadnosti. Za ugotavljanje psihološkega opolnomočenja smo uporabili Spreitzerin PEQ, Spectorjev JSS za zadovoljstvo z delom in OCQ za merjenje organizacijske pripadnosti avtorjev Allenove in Meyerja. Rezultati so pokazali, da so najbolj psihološko opolnomočeni visokošolski pedagogi v Srbiji, najmanj pa v Nemčiji. Z delom so najbolj zadovoljni v Avstriji, najmanj v Sloveniji. Najvišjo čustveno pripadnost zaznavajo v Sloveniji, medtem ko najnižjo v Nemčiji. Kalkulativna organizacijska pripadnost je najvišji rezultat dosegla na Hrvaškem, najnižjega na Češkem. Najvišjo vrednost normativne organizacijske pripadnosti zaznavajo na Češkem, najnižjo pa v Avstriji. Do statistično pomembnih razlik ni prišlo le na področju kalkulativne organizacijske pripadnosti. Nadaljnje smo preverili ustreznost predpostavljenega konceptualnega modela vpliva psihološkega opolnomočenja in zadovoljstva z delom na organizacijsko pripadnost, ki smo ga osnovali kot prvi na svetu ter omenjene tri konstrukte povezali med seboj. Rezultati so pokazali mejno ujemanje raziskovalnega modela. Raziskava je prispevala nova spoznanja na področjih organizacijske psihologije in upravljanja s človeškimi viri. Za nadaljnje raziskave priporočamo preverbo konceptualnega modela v različnih okoljih ter v povezavi z organizacijsko kulturo, strukturo organizacij in osebnostmi lastnosti posameznikov.

Keywords

psihološko opolnomočenje;zadovoljstvo z delom;organizacijska pripadnost;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UM FOV - Faculty of Organizational Sciences
Publisher: [G. Jordan]
UDC: 658.3
COBISS: 7753491 Link will open in a new window
Views: 1322
Downloads: 256
Average score: 0 (0 votes)
Metadata: JSON JSON-RDF JSON-LD TURTLE N-TRIPLES XML RDFA MICRODATA DC-XML DC-RDF RDF

Other data

Secondary language: English
Secondary title: THE INFLUENCE OF PSYCHOLOGICAL EMPOWERMENT AND JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT OF TEACHERS AT FACULTIES: DIFFERENCES BETWEEN SLOVENIA AND SELECTED COUNTRIES
Secondary abstract: The importance of knowledge in the field of human resources management is increasing; thus, organisations are increasingly interested in new knowledge from this field because they are aware of employees being their driving force. This set of knowledge is also important for academic sphere. An effective and efficient employee can only be the one satisfied with all aspects of his work; additionally, organisations strive to have committed employees who do not cause concern about leaving elsewhere. To have a complete insight into one’s feeling, we have to include psychological perspective, where psychological empowerment plays an important role. Psychological assessment of an individual influences both his satisfaction and commitment; therefore, this master thesis examines the presupposed conceptual model of the influence of psychological empowerment and job satisfaction on organisational commitment. The survey was conducted among 408 university pedagogues in Slovenia, Serbia, Austria, Germany, Czech Republic and Croatia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer's PEQ was used for the assessment of the psychological empowerment, Spector's PEQ for job satisfaction, and Allen's and Meyer's OCQ for the assessment of organisational commitment. The research showed that the highest level of psychological empowerment can be found among university pedagogues from Serbia and the lowest from Germany. Job satisfaction level is the highest in Austria and the lowest in Slovenia. Affective organisational commitment is the highest in Slovenia and the lowest in Germany. Calculative organisational commitment scored the highest in Croatia and the lowest in Czech Republic. Additionally, the outcomes show the highest level of normative organisational commitment in Czech Republic and the lowest in Austria. Only calculative organisational commitment was not found as statistically significant. Furthermore, the suitability of the presupposed conceptual model of the influence of psychological empowerment and job satisfaction on organisational commitment was examined. This model is the first in the world to ever connect the three mentioned constructs. The results show marginal agreement of the research model. The research contributed new findings to the fields of organisational psychology and human resources management. For further research we suggest the verification of the conceptual model in various spheres and in connection with organisational culture, organisational structure, and personal properties of individuals.
Secondary keywords: psychological empowerment;job satisfaction;organizational commitment;structural equation modelling;
URN: URN:SI:UM:
Type (COBISS): Master's thesis/paper
Thesis comment: Univ. v Mariboru, Fak. za organizacijske vede
Pages: 109 f.
ID: 9160892