S. Taboroši, Jelena Rajković, Edit Terek Stojanović, Nemanja Berber, Jasmina Poštin, Cariša Bešić, Milan Nikolić
Abstract Background and purpose The purpose of this research is to examine how Machiavellianism and the desire for money can influence entrepreneurial intentions. It could be assumed that the desire for money and Machiavellian tendencies can develop the desire for success in people and eventually entrepreneurial intention. Methodology Respondents were surveyed using a questionnaire. Four hundred students were from three faculties at two universities in Serbia responded the questionnaire. The study utilized Smart PLS software. Results It was shown that there is a statistically significant positive impact of Machiavellianism and money intention on entrepreneurial intentions. Money intention is also a mediator in the relationship between Machiavellianism and entrepreneurial intentions. The theoretical contribution of the research is that these influences on entrepreneurial intentions have not been sufficiently examined so far, especially the influence of money intention. The practical significance of the research is the observation of the possibility that people who have a high level of Machiavellianism and money intention can be identified, understood, and systematically directed towards entrepreneurship. Conclusion Although the observed characteristics can be considered negative, people who possess them also possess entrepreneurial potential, and can create social good. These motives are not desirable, but such people can be useful for society: it is certainly better to spend energy on entrepreneurial ventures and further development of their own company, than on something else, less useful, or even destructive.
{"title":"Can Machiavellianism and Money Intentions Influence Entrepreneurial Intention?","authors":"S. Taboroši, Jelena Rajković, Edit Terek Stojanović, Nemanja Berber, Jasmina Poštin, Cariša Bešić, Milan Nikolić","doi":"10.2478/orga-2023-0020","DOIUrl":"https://doi.org/10.2478/orga-2023-0020","url":null,"abstract":"Abstract Background and purpose The purpose of this research is to examine how Machiavellianism and the desire for money can influence entrepreneurial intentions. It could be assumed that the desire for money and Machiavellian tendencies can develop the desire for success in people and eventually entrepreneurial intention. Methodology Respondents were surveyed using a questionnaire. Four hundred students were from three faculties at two universities in Serbia responded the questionnaire. The study utilized Smart PLS software. Results It was shown that there is a statistically significant positive impact of Machiavellianism and money intention on entrepreneurial intentions. Money intention is also a mediator in the relationship between Machiavellianism and entrepreneurial intentions. The theoretical contribution of the research is that these influences on entrepreneurial intentions have not been sufficiently examined so far, especially the influence of money intention. The practical significance of the research is the observation of the possibility that people who have a high level of Machiavellianism and money intention can be identified, understood, and systematically directed towards entrepreneurship. Conclusion Although the observed characteristics can be considered negative, people who possess them also possess entrepreneurial potential, and can create social good. These motives are not desirable, but such people can be useful for society: it is certainly better to spend energy on entrepreneurial ventures and further development of their own company, than on something else, less useful, or even destructive.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"198 1","pages":"297 - 308"},"PeriodicalIF":1.9,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139296999","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Purpose In the quest of exploring specific developments in contemporary management research, this study highlights the prevalence of narcissistic leadership in IT firms. We employed the upper-echelon framework to analyze the impact of narcissistic leadership on project success. This study considered the dark side of a leader’s narcissism while analyzing how narcissistic leadership affects a project’s success through knowledge sharing and collectivism. Design/methodology/approach Structural equation modeling is employed to investigate this proposition. Using convenience sampling, approximately 370 questionnaires were dispensed out of which 272 completed questionnaires were utilized for performing the analysis of IT firms. Findings Narcissistic leadership affects project’s success through knowledge sharing and collectivism. The results indicate that narcissistic leadership negatively predicts project success. Moreover, knowledge sharing fully mediated the relationship between narcissistic leadership and project success. Whereas, collectivism moderates the relationship between knowledge-sharing and narcissistic leadership. Originality Our assumptions are based on the upper-echelon theory indicating that narcissistic leadership affects project success through knowledge-sharing and collectivism. This has been proved by the empirical analysis carried out in Pakistan’s IT sector.
摘要 目的 为探索当代管理研究的具体发展，本研究强调了自恋型领导在 IT 企业中的普遍性。我们采用上层梯队框架来分析自恋型领导对项目成功的影响。本研究考虑了领导者自恋的阴暗面，同时分析了自恋型领导如何通过知识共享和集体主义影响项目的成功。设计/方法/途径 采用结构方程模型来研究这一命题。采用便利抽样法，发放了约 370 份调查问卷，其中 272 份填写完毕，用于对 IT 公司进行分析。研究结果 自恋型领导通过知识共享和集体主义影响项目的成功。结果表明，自恋型领导对项目成功具有负向预测作用。此外，知识共享完全调节了自恋型领导与项目成功之间的关系。而集体主义则调节了知识共享与自恋型领导力之间的关系。原创性 我们的假设基于上层领导理论，即自恋型领导通过知识共享和集体主义影响项目成功。在巴基斯坦 IT 行业进行的实证分析证明了这一点。
{"title":"Narcissistic Leadership and Project Success: The Role of Knowledge Sharing and Collectivism in IT Firms","authors":"Hina Tahir, O. S. Paracha, Syed Shafqat Mukarram","doi":"10.2478/orga-2023-0024","DOIUrl":"https://doi.org/10.2478/orga-2023-0024","url":null,"abstract":"Abstract Purpose In the quest of exploring specific developments in contemporary management research, this study highlights the prevalence of narcissistic leadership in IT firms. We employed the upper-echelon framework to analyze the impact of narcissistic leadership on project success. This study considered the dark side of a leader’s narcissism while analyzing how narcissistic leadership affects a project’s success through knowledge sharing and collectivism. Design/methodology/approach Structural equation modeling is employed to investigate this proposition. Using convenience sampling, approximately 370 questionnaires were dispensed out of which 272 completed questionnaires were utilized for performing the analysis of IT firms. Findings Narcissistic leadership affects project’s success through knowledge sharing and collectivism. The results indicate that narcissistic leadership negatively predicts project success. Moreover, knowledge sharing fully mediated the relationship between narcissistic leadership and project success. Whereas, collectivism moderates the relationship between knowledge-sharing and narcissistic leadership. Originality Our assumptions are based on the upper-echelon theory indicating that narcissistic leadership affects project success through knowledge-sharing and collectivism. This has been proved by the empirical analysis carried out in Pakistan’s IT sector.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"161 1","pages":"352 - 374"},"PeriodicalIF":1.9,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139292703","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Background/Purpose Due to the COVID-19 pandemic, interest in studying crisis influences grew in the last three years since it significantly impacted tourism and hospitality. Observing adaptations and transformations in hotel business models is necessary for tourism and hospitality firms to remain successful and competitive. The purpose of this qualitative case study is to critically analyse crisis management processes and management decisions regarding changes and adaptations in strategies and business model innovations to facilitate recovery, resilience, and sustained growth of hotels in the Croatian micro-region Opatija Riviera in Covid-19 and post-Covid-19 period. Method Semi-structured interviews were conducted with hotel managers and tourism and hospitality consultants. The transcriptions were checked, and collected data was interpreted based on the narrative analysis. Thematic content analysis (TCA) was applied in the study. Results Hotels in Opatija Riviera adapt their crisis business models to ensure long-term and sustainable growth and development of hotels and the destination itself. The primary focus is increasing the quality of services and guest satisfaction, achieving competitiveness in the tourist market. Conclusion The paper includes an exploratory qualitative research study on the impact and consequences of Covid-19 on business and organisational changes in the hotel industry in the Opatija Riviera area, which will have a medium- and long-term impact on the design of resilience and sustainable growth policies. The disruption caused by the pandemic is also important for hotel managers and management from the point of view of introducing crisis management processes, the results of which can be seen in the protection of the well-being of guests, employees and the general reputation of hotels. Therefore, hotel management needs to emphasise the importance of identifying business strategies and practices in business strategies and thus form the basis for effective crisis management.
{"title":"Role of Hotel Management Crisis in Covid-19 and Post-Covid-19 Period: A Case Study of Opatija Riviera Micro-Region in Croatia","authors":"Romina Alkier, V. Milojica, Vasja Roblek","doi":"10.2478/orga-2023-0022","DOIUrl":"https://doi.org/10.2478/orga-2023-0022","url":null,"abstract":"Abstract Background/Purpose Due to the COVID-19 pandemic, interest in studying crisis influences grew in the last three years since it significantly impacted tourism and hospitality. Observing adaptations and transformations in hotel business models is necessary for tourism and hospitality firms to remain successful and competitive. The purpose of this qualitative case study is to critically analyse crisis management processes and management decisions regarding changes and adaptations in strategies and business model innovations to facilitate recovery, resilience, and sustained growth of hotels in the Croatian micro-region Opatija Riviera in Covid-19 and post-Covid-19 period. Method Semi-structured interviews were conducted with hotel managers and tourism and hospitality consultants. The transcriptions were checked, and collected data was interpreted based on the narrative analysis. Thematic content analysis (TCA) was applied in the study. Results Hotels in Opatija Riviera adapt their crisis business models to ensure long-term and sustainable growth and development of hotels and the destination itself. The primary focus is increasing the quality of services and guest satisfaction, achieving competitiveness in the tourist market. Conclusion The paper includes an exploratory qualitative research study on the impact and consequences of Covid-19 on business and organisational changes in the hotel industry in the Opatija Riviera area, which will have a medium- and long-term impact on the design of resilience and sustainable growth policies. The disruption caused by the pandemic is also important for hotel managers and management from the point of view of introducing crisis management processes, the results of which can be seen in the protection of the well-being of guests, employees and the general reputation of hotels. Therefore, hotel management needs to emphasise the importance of identifying business strategies and practices in business strategies and thus form the basis for effective crisis management.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"42 1","pages":"324 - 341"},"PeriodicalIF":1.9,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139299205","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Background/Purpose Environmental protection issues faced by companies constitute a challenging research topic. The main objective of the study was to research if companies’ environmental performance relates to the quality of information contained in the environmental reports. Methods In order to assess the environmental performance of companies involved we develop the Environmental Performance Index based on the Slovenian Environment Agency’s data on emissions in air, water and waste. We measured the correlation between the Environmental Performance Index and quality of environmental reporting using Spearman’s correlation coefficient. Results and Conclusion The results of our analyses revealed that there is no significant correlation between companies’ environmental performance and the quality of their environmental reporting. However, the reasons for the obtained result can be at least partially attributed to the low quality level of analysed environmental reports. This is a reason why the calculated correlation is not as tangible as it would be if company reports would provide more information and therefore more data for analysis. Our findings suggest that voluntary environmental reporting should be complemented by legally defined mandatory elements for such reporting.
{"title":"Relationship Between Environmental Reports and Environmental Performance: A case of the Processing Industry in the Republic of Slovenia","authors":"Sonja Fink Babič, Roberto Biloslavo, Borut Kodric","doi":"10.2478/orga-2023-0021","DOIUrl":"https://doi.org/10.2478/orga-2023-0021","url":null,"abstract":"Abstract Background/Purpose Environmental protection issues faced by companies constitute a challenging research topic. The main objective of the study was to research if companies’ environmental performance relates to the quality of information contained in the environmental reports. Methods In order to assess the environmental performance of companies involved we develop the Environmental Performance Index based on the Slovenian Environment Agency’s data on emissions in air, water and waste. We measured the correlation between the Environmental Performance Index and quality of environmental reporting using Spearman’s correlation coefficient. Results and Conclusion The results of our analyses revealed that there is no significant correlation between companies’ environmental performance and the quality of their environmental reporting. However, the reasons for the obtained result can be at least partially attributed to the low quality level of analysed environmental reports. This is a reason why the calculated correlation is not as tangible as it would be if company reports would provide more information and therefore more data for analysis. Our findings suggest that voluntary environmental reporting should be complemented by legally defined mandatory elements for such reporting.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"44 1","pages":"309 - 323"},"PeriodicalIF":1.9,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139304561","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Background Motherhood penalty has often been considered the base for the wage gap and the glass ceiling phenomena. It represents a delicate topic in gender equality since its effects tend to persist over medium to long time periods and its validity holds in most countries. The study has been designed to investigate the specific contribution of employer discrimination to the overall motherhood penalty in socioeconomic contexts characterized by the archetype of the “male breadwinner model”, which has been further exacerbated by the recent Covid-19 pandemic. Methods The employer discrimination phenomenon has often been treated as a black box, since longitudinal data and panel regression modelling were unsuitable to assess the magnitude of the effect of this variable on the overall motherhood penalty. For this study, we addressed this gap by focusing on employer discrimination in the specific context of Germany. The work is based on data generated from a survey conducted among 2,130 working mothers and it is presented as a qualitative content analysis. Results Our qualitative angle on the employer discrimination phenomenon confirmed previous quantitative investigations. Firstly, the employer attitude toward working mothers conformed to the “second shift” hypothesis, with highly skilled mothers in managerial roles in particular experiencing the largest motherhood gap in our sample. Secondly, we found confirmation for the theory of human capital, with working mothers seeing their career progression come to a halt or temporary slowdown, and pending salary increases not implemented as originally planned. Finally, we found employer discrimination taking various forms, the most frequent being a mismatch between skills level of the working mothers and the suggested new role post parental leave. Conclusion Our study confirms the previous academic investigations on the topic discussing the antecedents of the motherhood gap, namely the “second shift” hypothesis and the work-effort hypothesis. Ultimately, employers seem to trigger, voluntarily or not, certain career choices for working mothers (e.g., “mother-friendly” arrangements) which cause the motherhood gap to increase, and thus further reinforce the traditional male breadwinner model.
{"title":"Motherhood Gap and Employer Discrimination. A Qualitative Investigation in the German Context","authors":"Yvonne Ziegler, Regine Graml, Vincenzo Uli, Kristine Khachatryan","doi":"10.2478/orga-2023-0019","DOIUrl":"https://doi.org/10.2478/orga-2023-0019","url":null,"abstract":"Abstract Background Motherhood penalty has often been considered the base for the wage gap and the glass ceiling phenomena. It represents a delicate topic in gender equality since its effects tend to persist over medium to long time periods and its validity holds in most countries. The study has been designed to investigate the specific contribution of employer discrimination to the overall motherhood penalty in socioeconomic contexts characterized by the archetype of the “male breadwinner model”, which has been further exacerbated by the recent Covid-19 pandemic. Methods The employer discrimination phenomenon has often been treated as a black box, since longitudinal data and panel regression modelling were unsuitable to assess the magnitude of the effect of this variable on the overall motherhood penalty. For this study, we addressed this gap by focusing on employer discrimination in the specific context of Germany. The work is based on data generated from a survey conducted among 2,130 working mothers and it is presented as a qualitative content analysis. Results Our qualitative angle on the employer discrimination phenomenon confirmed previous quantitative investigations. Firstly, the employer attitude toward working mothers conformed to the “second shift” hypothesis, with highly skilled mothers in managerial roles in particular experiencing the largest motherhood gap in our sample. Secondly, we found confirmation for the theory of human capital, with working mothers seeing their career progression come to a halt or temporary slowdown, and pending salary increases not implemented as originally planned. Finally, we found employer discrimination taking various forms, the most frequent being a mismatch between skills level of the working mothers and the suggested new role post parental leave. Conclusion Our study confirms the previous academic investigations on the topic discussing the antecedents of the motherhood gap, namely the “second shift” hypothesis and the work-effort hypothesis. Ultimately, employers seem to trigger, voluntarily or not, certain career choices for working mothers (e.g., “mother-friendly” arrangements) which cause the motherhood gap to increase, and thus further reinforce the traditional male breadwinner model.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"15 2 1","pages":"281 - 296"},"PeriodicalIF":1.9,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139299100","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Background/Purpose This study investigates the distinct entrepreneurial motivations driving export activities and sustainability pursuits in Slovenian businesses, with a particular focus on differences between newborns and mature enterprises. The study proposes that entrepreneurs who prioritize wealth accumulation are more likely to engage in export activities, particularly those running startups, under the pressures of global trade. Conversely, in light of the shifting cultural values towards sustainability, it is hypothesized that entrepreneurs who are committed to making a difference in the world will be more inclined towards sustainability engagement, a tendency that may be more pronounced in startups. Methods To test these hypotheses, linear regression modelling, using data collected from the Global Entrepreneurship Monitor survey of businesses in Slovenia was employed. Results Newborns, in comparison to mature businesses, are more engaged in both exporting and sustainability pursuits. Interestingly, the motives behind these activities differ significantly. Exporting is primarily driven by the pursuit of wealth accumulation, while sustainability engagement is motivated by the desire to make a positive difference in the world. Conclusion These findings provide valuable insights into the unique characteristics of internationalization and sustainability pursuits in startups versus mature businesses. They highlight the role of distinct entrepreneurial motivations in shaping business practices, contributing to the literature on entrepreneurship and business sustainability.
{"title":"Born Globals and Born Sustainables: Motives of Accumulating Wealth and of Making a Difference in the World","authors":"Karin Širec, Mahsa Samsami, Thomas Schøtt","doi":"10.2478/orga-2023-0023","DOIUrl":"https://doi.org/10.2478/orga-2023-0023","url":null,"abstract":"Abstract Background/Purpose This study investigates the distinct entrepreneurial motivations driving export activities and sustainability pursuits in Slovenian businesses, with a particular focus on differences between newborns and mature enterprises. The study proposes that entrepreneurs who prioritize wealth accumulation are more likely to engage in export activities, particularly those running startups, under the pressures of global trade. Conversely, in light of the shifting cultural values towards sustainability, it is hypothesized that entrepreneurs who are committed to making a difference in the world will be more inclined towards sustainability engagement, a tendency that may be more pronounced in startups. Methods To test these hypotheses, linear regression modelling, using data collected from the Global Entrepreneurship Monitor survey of businesses in Slovenia was employed. Results Newborns, in comparison to mature businesses, are more engaged in both exporting and sustainability pursuits. Interestingly, the motives behind these activities differ significantly. Exporting is primarily driven by the pursuit of wealth accumulation, while sustainability engagement is motivated by the desire to make a positive difference in the world. Conclusion These findings provide valuable insights into the unique characteristics of internationalization and sustainability pursuits in startups versus mature businesses. They highlight the role of distinct entrepreneurial motivations in shaping business practices, contributing to the literature on entrepreneurship and business sustainability.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"193 1","pages":"342 - 351"},"PeriodicalIF":1.9,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139299349","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Qasem Alshaar, Amineh A. Khaddam, H. Irtaimeh, Amro Alzghoul
Abstract Background and purpose Employee intrapreneurial behavior (EIB) has become strategically important for organizational performance. Contemporary managers are exploring ways by which EIB can be reinforced and sustained. The purpose of this study is to examine the role of high-performance work systems (HPWS) and knowledge centered culture (KCC) on EIB, and the mediating role of KCC on the HPWS-EIB path. Methodology The proposed hypotheses were tested by utilizing the variance-based structural equation modeling approach on cross-sectional responses garnered from individuals working in the Jordanian tourism, travel, and hospitality enterprises. Results The analyses yielded robust support for the associations. As expected, HPWS had a direct and significant effect on KCC and EIB. Consequently, KCC did not only impact EIB significantly, but also mediated the association between HPWS and EIB. Conclusion This study considers bundle of HR initiatives via HPWS and explores the underlying processes by which EIB is nurtured. Unlike past discoveries that linked HPWS to EIB, this study shows why and how EIB is enabled in an Arabian context. The findings did not only extend past discoveries, but also provide theoretical and practical basis for EIB as an outcome.
{"title":"High-Performance Work Systems and Intrapreneurial Behavior: The Mediating Role of Knowledge Centered Culture","authors":"Qasem Alshaar, Amineh A. Khaddam, H. Irtaimeh, Amro Alzghoul","doi":"10.2478/orga-2023-0014","DOIUrl":"https://doi.org/10.2478/orga-2023-0014","url":null,"abstract":"Abstract Background and purpose Employee intrapreneurial behavior (EIB) has become strategically important for organizational performance. Contemporary managers are exploring ways by which EIB can be reinforced and sustained. The purpose of this study is to examine the role of high-performance work systems (HPWS) and knowledge centered culture (KCC) on EIB, and the mediating role of KCC on the HPWS-EIB path. Methodology The proposed hypotheses were tested by utilizing the variance-based structural equation modeling approach on cross-sectional responses garnered from individuals working in the Jordanian tourism, travel, and hospitality enterprises. Results The analyses yielded robust support for the associations. As expected, HPWS had a direct and significant effect on KCC and EIB. Consequently, KCC did not only impact EIB significantly, but also mediated the association between HPWS and EIB. Conclusion This study considers bundle of HR initiatives via HPWS and explores the underlying processes by which EIB is nurtured. Unlike past discoveries that linked HPWS to EIB, this study shows why and how EIB is enabled in an Arabian context. The findings did not only extend past discoveries, but also provide theoretical and practical basis for EIB as an outcome.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"206 - 220"},"PeriodicalIF":1.9,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"69243497","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Background and purpose This study aims to reveal the mediating role of organisational culture in the relationship between charismatic leadership and corporate reputation. Methodology The universe of the study consists of health sector workers working in Istanbul. The analysis of the data obtained from the survey application of the data collected from 405 employees in the five-point Likert scale was carried out with SPSS 26.0 program, and a 95% confidence level was studied. Frequency and percentage statistics for categorical variables, mean, standard deviation and minimum and maximum statistics for numerical variables are given. In the study, the mediation model was tested with Proces Hayes Regression. Non-hierarchical clustering was used to divide the sample into groups using scale scores, and the Chi-square test was used to relate demographic characteristics with the determined groups. Results According to the analysis results, it was concluded that organisational culture has a mediating role in the effect of charismatic leadership on corporate reputation. The results of the mediation role model are mediated by organisational culture in the effect of charismatic leadership on corporate reputation. According to the clustering analysis results, corporate reputation, charismatic leadership, and organisational culture scores are statistically significant variables for clustering. Conclusion Together with these results, it is thought that drawing attention to the charismatic leadership behaviours in the health sector and arranging the organisational culture in a way to adapts to it positively affect the corporate reputation perception of the enterprises in line with the proposed solutions and attracts attention will make a positive contribution for both employees and individuals who will prefer health enterprises.
{"title":"The Mediator Role of The Organizational Culture in The Relationship between Charismatic Leadership and Corporate Reputation","authors":"A. Yazıcı, M. Öztirak","doi":"10.2478/orga-2023-0017","DOIUrl":"https://doi.org/10.2478/orga-2023-0017","url":null,"abstract":"Abstract Background and purpose This study aims to reveal the mediating role of organisational culture in the relationship between charismatic leadership and corporate reputation. Methodology The universe of the study consists of health sector workers working in Istanbul. The analysis of the data obtained from the survey application of the data collected from 405 employees in the five-point Likert scale was carried out with SPSS 26.0 program, and a 95% confidence level was studied. Frequency and percentage statistics for categorical variables, mean, standard deviation and minimum and maximum statistics for numerical variables are given. In the study, the mediation model was tested with Proces Hayes Regression. Non-hierarchical clustering was used to divide the sample into groups using scale scores, and the Chi-square test was used to relate demographic characteristics with the determined groups. Results According to the analysis results, it was concluded that organisational culture has a mediating role in the effect of charismatic leadership on corporate reputation. The results of the mediation role model are mediated by organisational culture in the effect of charismatic leadership on corporate reputation. According to the clustering analysis results, corporate reputation, charismatic leadership, and organisational culture scores are statistically significant variables for clustering. Conclusion Together with these results, it is thought that drawing attention to the charismatic leadership behaviours in the health sector and arranging the organisational culture in a way to adapts to it positively affect the corporate reputation perception of the enterprises in line with the proposed solutions and attracts attention will make a positive contribution for both employees and individuals who will prefer health enterprises.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"247 - 264"},"PeriodicalIF":1.9,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42957379","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Background/Purpose Companies are becoming aware of the fact that corporate social responsibility (CSR) is becoming the imperative of their sustainable business model despite the potential costs it could generate. Researchers are mostly focused on estimating the relationship between CSR and financial performance where most of the findings indicate their positive relationship. This paper expands existing research and focuses on the relationship between CSR and the risk of bankruptcy using the data from 102 midsize and large companies from non-financial sectors using the data for four years. Research expands existing studies on the EU level according to the fact that most of the existing studies are performed among US companies. Method Descriptive statistics and SEM-PLS methodology was used to compare and analyze financial data with data collected from 7 groups of stakeholders. Results Research results indicate that the relation between CSR and the risk of bankruptcy is negative. Conclusion: Becoming a socially responsible company is in the best interest of all stakeholders because CSR activities contribute to financial stability and maintenance of going concern assumption.
{"title":"Can corporate Social Responsibility Contribute to Bankruptcy Prediction? Evidence from Croatia","authors":"A. Galant, Robert Zenzerović","doi":"10.2478/orga-2023-0012","DOIUrl":"https://doi.org/10.2478/orga-2023-0012","url":null,"abstract":"Abstract Background/Purpose Companies are becoming aware of the fact that corporate social responsibility (CSR) is becoming the imperative of their sustainable business model despite the potential costs it could generate. Researchers are mostly focused on estimating the relationship between CSR and financial performance where most of the findings indicate their positive relationship. This paper expands existing research and focuses on the relationship between CSR and the risk of bankruptcy using the data from 102 midsize and large companies from non-financial sectors using the data for four years. Research expands existing studies on the EU level according to the fact that most of the existing studies are performed among US companies. Method Descriptive statistics and SEM-PLS methodology was used to compare and analyze financial data with data collected from 7 groups of stakeholders. Results Research results indicate that the relation between CSR and the risk of bankruptcy is negative. Conclusion: Becoming a socially responsible company is in the best interest of all stakeholders because CSR activities contribute to financial stability and maintenance of going concern assumption.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"173 - 183"},"PeriodicalIF":1.9,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44463017","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Background and Purpose The emergence of new technologies affects different business areas, including HR activities. Employee communication is an HR activity that can be automated with the application of chatbots. Besides the numerous advantages these artificial entities offer, the challenges generated by them also need to be considered. One such challenge is user acceptance, which plays a substantial role in the implementation. This study aims to explore employees’ behavioural responses to HR chatbots. Thus, we applied the sensemaking perspective, according to which new, unknown phenomena induce the need for interpretation in individuals that simultaneously shape individuals’ behaviour toward the phenomenon. Methodology For data collection, we conducted semi-structured interviews that were analysed with interpretive phenomenological analysis (IPA). The sample consisted of 6 HR professionals and ten general users. The study took place at the Hungarian organisations of a multinational company. Results The analysis revealed that subjects who attributed positive meanings to the HR chatbot typically engaged in actions that aligned with organisational expectations, i.e., using the digital assistant became part of their routine. Interestingly, the closer HR professionals are to technology in their work activities, the more positively they perceive it. However, having ambivalent feelings towards technology resulted in occasional use or avoidance, while experiencing negative feelings led to the rejection of use. Conclusion We explored the different meanings employees attributed to the HR bot and their actions directed towards it both in the initial and transitional technology adoption phase. The results contribute to understanding how an HR chatbot can be successfully implemented in an organisation.
{"title":"The application of the sensemaking perspective for the examination of employees’ behavioural responses to the HR chatbot","authors":"Vanda Harmat","doi":"10.2478/orga-2023-0016","DOIUrl":"https://doi.org/10.2478/orga-2023-0016","url":null,"abstract":"Abstract Background and Purpose The emergence of new technologies affects different business areas, including HR activities. Employee communication is an HR activity that can be automated with the application of chatbots. Besides the numerous advantages these artificial entities offer, the challenges generated by them also need to be considered. One such challenge is user acceptance, which plays a substantial role in the implementation. This study aims to explore employees’ behavioural responses to HR chatbots. Thus, we applied the sensemaking perspective, according to which new, unknown phenomena induce the need for interpretation in individuals that simultaneously shape individuals’ behaviour toward the phenomenon. Methodology For data collection, we conducted semi-structured interviews that were analysed with interpretive phenomenological analysis (IPA). The sample consisted of 6 HR professionals and ten general users. The study took place at the Hungarian organisations of a multinational company. Results The analysis revealed that subjects who attributed positive meanings to the HR chatbot typically engaged in actions that aligned with organisational expectations, i.e., using the digital assistant became part of their routine. Interestingly, the closer HR professionals are to technology in their work activities, the more positively they perceive it. However, having ambivalent feelings towards technology resulted in occasional use or avoidance, while experiencing negative feelings led to the rejection of use. Conclusion We explored the different meanings employees attributed to the HR bot and their actions directed towards it both in the initial and transitional technology adoption phase. The results contribute to understanding how an HR chatbot can be successfully implemented in an organisation.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"233 - 246"},"PeriodicalIF":1.9,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43039740","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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