Abstract Background and purpose Employee dissatisfaction with extant technology is one of the causes of shadow IT use. The selection of alternative technologies is determined by individual IT knowledge. In this study, we intend to examine the relationship between individual IT experience and the use of shadow IT in Indonesian higher education through two job characteristics, namely task identity and autonomy. Methods This study collects and analyses data from 301 respondents at Indonesian universities with legal status using a quantitative methodology. The direct relationship in the research model was investigated using Smart-PLS data analysis. Results The results of the study indicate that individual IT experience strongly supports the use of shadow IT by tertiary institutions with legal entities employees in Indonesia, either through task identity or job autonomy. Conclusion In order for employees to feel satisfied, the organization must prioritize employee IT experience and the information technology requirements they require to complete their work. This can be accomplished by involving employees in the development of information technology.
{"title":"Does Individual IT Experience Affect Shadow IT Usage? Empirical Evidence from Universities with Legal Entities in Indonesia","authors":"Nurfitriansyah, Munir, Disman, P. Dirgantari","doi":"10.2478/orga-2023-0018","DOIUrl":"https://doi.org/10.2478/orga-2023-0018","url":null,"abstract":"Abstract Background and purpose Employee dissatisfaction with extant technology is one of the causes of shadow IT use. The selection of alternative technologies is determined by individual IT knowledge. In this study, we intend to examine the relationship between individual IT experience and the use of shadow IT in Indonesian higher education through two job characteristics, namely task identity and autonomy. Methods This study collects and analyses data from 301 respondents at Indonesian universities with legal status using a quantitative methodology. The direct relationship in the research model was investigated using Smart-PLS data analysis. Results The results of the study indicate that individual IT experience strongly supports the use of shadow IT by tertiary institutions with legal entities employees in Indonesia, either through task identity or job autonomy. Conclusion In order for employees to feel satisfied, the organization must prioritize employee IT experience and the information technology requirements they require to complete their work. This can be accomplished by involving employees in the development of information technology.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"265 - 277"},"PeriodicalIF":1.9,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46798581","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}
Vesna Novak, Ana Vidmar, J. Jerebic, A. Brezavšček
Abstract Background and Purpose Most developed societies are facing the challenge of an ageing population, which poses several issues, including low labour force participation and financial pressures on the sustainability of the pension system. Countries typically address this situation by raising the retirement age, which often results in dissatisfaction among workers as such decisions are perceived as imposed. Therefore, our work’s main purpose was to research the analysis of implementing measures for managing older workers in companies, which would indirectly influence workers’ decisions to voluntarily choose longer work participation. Design/Methodology/Approach We designed our study on the assumption that companies that more frequently conduct various analyses of their employees also pay greater attention to measures for managing older workers. In doing so, we focused on the measures that the literature identifies as important for keeping older workers employed for longer. The data source was a study from 2020, which sampled large companies in Slovenia with more than 100 employees. We posed the questions to the person responsible for human resource management in the company. The initial question was whether conducting employee analyses is associated with the implementation of measures focused on education and training, skills transfer, and career development as well as managing the health of older workers. We formulated three main hypotheses, which we confirmed using linear correlation analysis. Results We found that companies that conduct more frequent analyses of employees’ qualifications and competencies, on average, also more frequently implement measures related to the area of education and training of older workers and to the area of knowledge transfer and career development of older workers. We confirmed statistically significant correlations in general as well as at the level of particular measures. Furthermore, we found that companies that more frequently conduct analyses of the health structure of employees, on average, also more frequently implement measures in the field of managing the health of older workers. We concluded that companies that conduct employee analyses more frequently demonstrate a higher level of commitment to implementing measures for managing older workers, which subsequently impacts their decision to retire later. Conclusion By conducting employee analyses, companies gain important information that leads to the timely and sufficiently frequent implementation of measures for managing older employees. With empirical data, we have supported our prediction that the frequency of implementing measures through which companies can influence older workers’ decisions for later retirement is associated with the frequent conduction of employee analyses. This article has contributed to our understanding of ageing and the treatment of older workers. It has also highlighted a softer approach to promoting prolonged work engag
{"title":"Employers’ Efforts to Encourage Older Workers to Retire Later - A Case Study of Large Companies in Slovenia","authors":"Vesna Novak, Ana Vidmar, J. Jerebic, A. Brezavšček","doi":"10.2478/orga-2023-0013","DOIUrl":"https://doi.org/10.2478/orga-2023-0013","url":null,"abstract":"Abstract Background and Purpose Most developed societies are facing the challenge of an ageing population, which poses several issues, including low labour force participation and financial pressures on the sustainability of the pension system. Countries typically address this situation by raising the retirement age, which often results in dissatisfaction among workers as such decisions are perceived as imposed. Therefore, our work’s main purpose was to research the analysis of implementing measures for managing older workers in companies, which would indirectly influence workers’ decisions to voluntarily choose longer work participation. Design/Methodology/Approach We designed our study on the assumption that companies that more frequently conduct various analyses of their employees also pay greater attention to measures for managing older workers. In doing so, we focused on the measures that the literature identifies as important for keeping older workers employed for longer. The data source was a study from 2020, which sampled large companies in Slovenia with more than 100 employees. We posed the questions to the person responsible for human resource management in the company. The initial question was whether conducting employee analyses is associated with the implementation of measures focused on education and training, skills transfer, and career development as well as managing the health of older workers. We formulated three main hypotheses, which we confirmed using linear correlation analysis. Results We found that companies that conduct more frequent analyses of employees’ qualifications and competencies, on average, also more frequently implement measures related to the area of education and training of older workers and to the area of knowledge transfer and career development of older workers. We confirmed statistically significant correlations in general as well as at the level of particular measures. Furthermore, we found that companies that more frequently conduct analyses of the health structure of employees, on average, also more frequently implement measures in the field of managing the health of older workers. We concluded that companies that conduct employee analyses more frequently demonstrate a higher level of commitment to implementing measures for managing older workers, which subsequently impacts their decision to retire later. Conclusion By conducting employee analyses, companies gain important information that leads to the timely and sufficiently frequent implementation of measures for managing older employees. With empirical data, we have supported our prediction that the frequency of implementing measures through which companies can influence older workers’ decisions for later retirement is associated with the frequent conduction of employee analyses. This article has contributed to our understanding of ageing and the treatment of older workers. It has also highlighted a softer approach to promoting prolonged work engag","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"184 - 205"},"PeriodicalIF":1.9,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47255355","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}
N. Molek, Mirko Markič, Dušan Janežič, Magda Lužar, Franc Brcar
Abstract Background and purpose The purpose of this study was to examine generational differences and leadership style preferences in service and manufacturing organizations in south-eastern (SE) Slovenia. The focus was on preferred leadership approaches and generational differences. Methods Quantitative research was conducted using the Multifactor Leadership Questionnaire (MLQ) to collect data on a sample of 208 employees in manufacturing and service organizations in SE Slovenia. The questionnaire was distributed online and responses were analysed using Kolmogorov-Smirnov test, Shapiro-Wilk test, and the Kruskal Wallis test. Results The results showed that the transformational leadership style was most preferred by the respondents, followed by the transactional and the least preferred was the laissez-faire style. A significant generational difference was found in the preference for the transactional leadership style, with Baby Boomers showing the highest preference and Generation Z the lowest. Conclusion Although the study was limited to SE Slovenia and generalizability is limited, the results suggest that organizations should provide leadership training adapted to generational preferences to promote effective leadership. Future research should consider longitudinal and sector-specific studies, as well as the inclusion of variables such as cultural background and organizational culture.
{"title":"Leadership Styles and Generational Differences in Manufacturing and Service Organizations","authors":"N. Molek, Mirko Markič, Dušan Janežič, Magda Lužar, Franc Brcar","doi":"10.2478/orga-2023-0015","DOIUrl":"https://doi.org/10.2478/orga-2023-0015","url":null,"abstract":"Abstract Background and purpose The purpose of this study was to examine generational differences and leadership style preferences in service and manufacturing organizations in south-eastern (SE) Slovenia. The focus was on preferred leadership approaches and generational differences. Methods Quantitative research was conducted using the Multifactor Leadership Questionnaire (MLQ) to collect data on a sample of 208 employees in manufacturing and service organizations in SE Slovenia. The questionnaire was distributed online and responses were analysed using Kolmogorov-Smirnov test, Shapiro-Wilk test, and the Kruskal Wallis test. Results The results showed that the transformational leadership style was most preferred by the respondents, followed by the transactional and the least preferred was the laissez-faire style. A significant generational difference was found in the preference for the transactional leadership style, with Baby Boomers showing the highest preference and Generation Z the lowest. Conclusion Although the study was limited to SE Slovenia and generalizability is limited, the results suggest that organizations should provide leadership training adapted to generational preferences to promote effective leadership. Future research should consider longitudinal and sector-specific studies, as well as the inclusion of variables such as cultural background and organizational culture.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"221 - 232"},"PeriodicalIF":1.9,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44073263","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 Quality within a healthcare system does not comprise only actions defined through certificates or required by law, standards and protocols; it is also defined by the well-being of healthcare workers on the one hand and patients on the other. The purpose paper is to analyse the link between the engagement of nurses and factors related to enhancing patient quality and safety. Methods The research involved 206 nursing employees from Slovenia’s general hospitals. The questionnaire consists of four sections: employee engagement, the measure of self-efficacy, statements referring to various tools and methods that are used in nursing in daily work and that contribute to the quality of work, interpersonal relationships in the workplace between different professional groups within medical treatment, and attitude towards changes. Results Compared to other professions, nursing employees showed an above-average level of engagement. Younger respondents were more engaged in their work, and their self-efficacy level was higher. The frequency of using tools intended to enhance the quality of nursing correlates statistically typically and positively with self-efficacy, engagement and willingness to accept change. The analysed factors are interdependent. Engagement results from workplace interactions; employees who feel better in their workplace will be more oriented towards the future, be more open to innovation, and use various tools and approaches to enhance the work’s quality. Conclusion Analysed concepts are closely connected and interdependent. The findings are essential for the successful and efficient management of hospitals and for ensuring patient quality and safety.
{"title":"Interdependence of Nursing Staff Work Engagement, Quality of Workplace Relationships and Patient Safety","authors":"Hilda Maze, Sanja Zorič, B. Rosi, Branko Lobnikar","doi":"10.2478/orga-2023-0009","DOIUrl":"https://doi.org/10.2478/orga-2023-0009","url":null,"abstract":"Abstract Background and Purpose Quality within a healthcare system does not comprise only actions defined through certificates or required by law, standards and protocols; it is also defined by the well-being of healthcare workers on the one hand and patients on the other. The purpose paper is to analyse the link between the engagement of nurses and factors related to enhancing patient quality and safety. Methods The research involved 206 nursing employees from Slovenia’s general hospitals. The questionnaire consists of four sections: employee engagement, the measure of self-efficacy, statements referring to various tools and methods that are used in nursing in daily work and that contribute to the quality of work, interpersonal relationships in the workplace between different professional groups within medical treatment, and attitude towards changes. Results Compared to other professions, nursing employees showed an above-average level of engagement. Younger respondents were more engaged in their work, and their self-efficacy level was higher. The frequency of using tools intended to enhance the quality of nursing correlates statistically typically and positively with self-efficacy, engagement and willingness to accept change. The analysed factors are interdependent. Engagement results from workplace interactions; employees who feel better in their workplace will be more oriented towards the future, be more open to innovation, and use various tools and approaches to enhance the work’s quality. Conclusion Analysed concepts are closely connected and interdependent. The findings are essential for the successful and efficient management of hospitals and for ensuring patient quality and safety.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"125 - 137"},"PeriodicalIF":1.9,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42043146","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 The Covid 19 epidemic has forced many organizations to move to remote work (RW), and this trend is expected to continue even later in the post-epidemic period. Employees of the organization are at the heart of this transi-tion to RW, so identifying the factors that affect employee satisfaction with RW is very important for organizations to increase employee commitment and motivation. Therefore, the main objective of this study was to identify and prioritize the factors affecting employee satisfaction with RW using an innovative method. Method In the first phase of this study, a conceptual research model was designed inspired by literature. In the next phase, the proposed conceptual model of this re-search was tested using structural equation modeling (SEM). Then, using the artifi-cial neural network model, the importance of each of the model variables in pre-dicting employee satisfaction with RW was identified. Results The findings of this article ultimately disclosed that work-life balance, in-stitutional and technological support, job satisfaction, and perceived limited com-munication are, respectively, are elements that affect employee satisfaction with RW. The first three factors are drivers of employee satisfaction and the last factor (i.e., perceived limited communication) is the constraint of employee satisfaction with RW because it had a statistically significant negative effect on employee satis-faction with RW. Conclusion This study revealed that organizations should focus on the processes and strategies to improve employees’ work-life balance, provide institutional and technological support during remote work, and increase job satisfaction in order to increase the satisfaction level of their employees in the remote work. On the other hand, it was found that perceived limited communication is an effective factor that causes a decrease in the level of satisfaction of employees in remote work.
{"title":"Drivers and Constraints of Employee Satisfaction with Remote Work: An Empirical Analysis","authors":"Thabit Atobishi, Saeed Nosratabadi","doi":"10.2478/orga-2023-0007","DOIUrl":"https://doi.org/10.2478/orga-2023-0007","url":null,"abstract":"Abstract Background/Purpose The Covid 19 epidemic has forced many organizations to move to remote work (RW), and this trend is expected to continue even later in the post-epidemic period. Employees of the organization are at the heart of this transi-tion to RW, so identifying the factors that affect employee satisfaction with RW is very important for organizations to increase employee commitment and motivation. Therefore, the main objective of this study was to identify and prioritize the factors affecting employee satisfaction with RW using an innovative method. Method In the first phase of this study, a conceptual research model was designed inspired by literature. In the next phase, the proposed conceptual model of this re-search was tested using structural equation modeling (SEM). Then, using the artifi-cial neural network model, the importance of each of the model variables in pre-dicting employee satisfaction with RW was identified. Results The findings of this article ultimately disclosed that work-life balance, in-stitutional and technological support, job satisfaction, and perceived limited com-munication are, respectively, are elements that affect employee satisfaction with RW. The first three factors are drivers of employee satisfaction and the last factor (i.e., perceived limited communication) is the constraint of employee satisfaction with RW because it had a statistically significant negative effect on employee satis-faction with RW. Conclusion This study revealed that organizations should focus on the processes and strategies to improve employees’ work-life balance, provide institutional and technological support during remote work, and increase job satisfaction in order to increase the satisfaction level of their employees in the remote work. On the other hand, it was found that perceived limited communication is an effective factor that causes a decrease in the level of satisfaction of employees in remote work.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"93 - 105"},"PeriodicalIF":1.9,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44493671","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 provide a practical perspective on how data mining techniques are used in the home appliance after-sales services. Study investigates on how can a recommendation system help a customer service company that plans to use data mining to improve decision making during its digital transformation process. In addition, study provides a detailed outline on the process for developing and analyzing platforms to improve data analytics for such companies. Methodology Case study approach is used for evaluating the usability of recommendation systems based on data mining approach in the context of home appliance after-sales services. We selected the latest platforms based on their relevance to the recommender system and their applicability to the functionality of the data mining system as trends in the system design. Results Evaluation of the impact on decision making shows how the application of data mining techniques in organizations can increase efficiency. Evaluation of the time taken to resolve the complaint, as a key attribute of service quality that affects customer satisfaction, and the positive results achieved by the recommendation system are presented. Conclusion This paper increases the understanding of the benefits of the data mining approach in the context of recommender systems. The benefits of data mining, an important component of advanced analytics, lead to an increase in business productivity through predictive analytics. For future research, other attributes or factors useful for the recommender systems can be considered to improve the quality of the results.
{"title":"Using Data Mining to Improve Decision-Making: Case Study of A Recommendation System Development","authors":"Hyrmet Mydyti, A. Kadriu, M. Pejić Bach","doi":"10.2478/orga-2023-0010","DOIUrl":"https://doi.org/10.2478/orga-2023-0010","url":null,"abstract":"Abstract Background and purpose This study aims to provide a practical perspective on how data mining techniques are used in the home appliance after-sales services. Study investigates on how can a recommendation system help a customer service company that plans to use data mining to improve decision making during its digital transformation process. In addition, study provides a detailed outline on the process for developing and analyzing platforms to improve data analytics for such companies. Methodology Case study approach is used for evaluating the usability of recommendation systems based on data mining approach in the context of home appliance after-sales services. We selected the latest platforms based on their relevance to the recommender system and their applicability to the functionality of the data mining system as trends in the system design. Results Evaluation of the impact on decision making shows how the application of data mining techniques in organizations can increase efficiency. Evaluation of the time taken to resolve the complaint, as a key attribute of service quality that affects customer satisfaction, and the positive results achieved by the recommendation system are presented. Conclusion This paper increases the understanding of the benefits of the data mining approach in the context of recommender systems. The benefits of data mining, an important component of advanced analytics, lead to an increase in business productivity through predictive analytics. For future research, other attributes or factors useful for the recommender systems can be considered to improve the quality of the results.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"138 - 154"},"PeriodicalIF":1.9,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43602113","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: The current paper investigates the role of spiritual leadership in increasing employees’ voluntary eco-friendly behavior. This research emphasizes the value of a harmonious green passion (HGP) and connectedness to nature (CTN) as a mediating factor between a spiritual leader (SL) and an employee’s voluntary eco-friendly behavior (VEB). Design/Methodology: The data was provided by a sample of 273 participants who worked as hotel employees in Yogyakarta’s four and five-star hotels. SPSS and AMOS 25 were used as statistical programs to analyze the data. Findings: Based on the discovery, the study presents strong theoretical and managerial implications that hospitality institutions can use to evaluate the importance of spiritual leaders on employees’ eco-friendly behavior among employees. We also discovered that indirect associations between spiritual leadership and employee voluntary eco-friendly behavior exist via connectedness to nature and harmonious green passion. Practical Implication: By shedding further light on how and when a spiritual leader influences employees’ voluntary eco-friendly behavioral intention in hotels, this research added to the body of knowledge on the hospitality industry in South East Asia. Originality: The study offers novelty by emphasizing the function of connectedness to nature and harmonious green passion in the relationship between spiritual leadership and employees’ eco-friendly behavior.
{"title":"Does Spiritual Leadership Influence Hotel Employees’ Voluntary Eco-Friendly Behavior? The Role of Harmonious Green Passion and Nature Connectedness","authors":"Sunhaji, Abdul Qohin, Faizal Wihuda","doi":"10.2478/orga-2023-0011","DOIUrl":"https://doi.org/10.2478/orga-2023-0011","url":null,"abstract":"Abstract Purpose: The current paper investigates the role of spiritual leadership in increasing employees’ voluntary eco-friendly behavior. This research emphasizes the value of a harmonious green passion (HGP) and connectedness to nature (CTN) as a mediating factor between a spiritual leader (SL) and an employee’s voluntary eco-friendly behavior (VEB). Design/Methodology: The data was provided by a sample of 273 participants who worked as hotel employees in Yogyakarta’s four and five-star hotels. SPSS and AMOS 25 were used as statistical programs to analyze the data. Findings: Based on the discovery, the study presents strong theoretical and managerial implications that hospitality institutions can use to evaluate the importance of spiritual leaders on employees’ eco-friendly behavior among employees. We also discovered that indirect associations between spiritual leadership and employee voluntary eco-friendly behavior exist via connectedness to nature and harmonious green passion. Practical Implication: By shedding further light on how and when a spiritual leader influences employees’ voluntary eco-friendly behavioral intention in hotels, this research added to the body of knowledge on the hospitality industry in South East Asia. Originality: The study offers novelty by emphasizing the function of connectedness to nature and harmonious green passion in the relationship between spiritual leadership and employees’ eco-friendly behavior.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"155 - 170"},"PeriodicalIF":1.9,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47188555","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}
Afshan Khan, M. Qureshi, Kanwal Hussain, Zuhair Abbas, Saima Munawar
Abstract Background: Organisations in the contemporary workplace lack meaningful work and life, resulting in psychological and physical pain for workers. Employees seek organisations that align their daily work activities with society. Partially limited research exists on the relationship between corporate social responsibility (CSR) and employee work-related attitudes, especially with the mediating mechanism of employee work meaningfulness (EWM) and organisation identification (OID) in developing country contexts such as Pakistan. This study has used Social Learning Theory (SLT) and Social Identification Theory (SIT). Methods: Data were collected through a sample of 154 employees in two waves from multiple sectors in Karachi, Pakistan, using non-probability, purposive sampling. The PLS-SEM, along with IBM-SPSS, was run for data analysis. Results: The results demonstrated that Corporate social responsibility (CSR) has a significant positive relationship with employee work-related attitudes. CSR affects organisational citizenship behaviour (OCB) and pro-environmental behaviours (PEB) through the mediation mechanism of employee work meaningfulness (EWM) and organisational identification (OID). Conclusion: This study contributes to the nascent literature by establishing that EWM and OID mediate the effect of CSR on OCB and PEB. Furthermore, this study utilizes two primary theoretical lenses and provides a novel contribution to the current literature. Finally, this study provides valuable insights to policymakers, businesses, and society.
{"title":"Corporate Social Responsibility Promotes Organisation Citizenship and Pro-Environmental Behaviours: The Employee’s Perspective","authors":"Afshan Khan, M. Qureshi, Kanwal Hussain, Zuhair Abbas, Saima Munawar","doi":"10.2478/orga-2023-0008","DOIUrl":"https://doi.org/10.2478/orga-2023-0008","url":null,"abstract":"Abstract Background: Organisations in the contemporary workplace lack meaningful work and life, resulting in psychological and physical pain for workers. Employees seek organisations that align their daily work activities with society. Partially limited research exists on the relationship between corporate social responsibility (CSR) and employee work-related attitudes, especially with the mediating mechanism of employee work meaningfulness (EWM) and organisation identification (OID) in developing country contexts such as Pakistan. This study has used Social Learning Theory (SLT) and Social Identification Theory (SIT). Methods: Data were collected through a sample of 154 employees in two waves from multiple sectors in Karachi, Pakistan, using non-probability, purposive sampling. The PLS-SEM, along with IBM-SPSS, was run for data analysis. Results: The results demonstrated that Corporate social responsibility (CSR) has a significant positive relationship with employee work-related attitudes. CSR affects organisational citizenship behaviour (OCB) and pro-environmental behaviours (PEB) through the mediation mechanism of employee work meaningfulness (EWM) and organisational identification (OID). Conclusion: This study contributes to the nascent literature by establishing that EWM and OID mediate the effect of CSR on OCB and PEB. Furthermore, this study utilizes two primary theoretical lenses and provides a novel contribution to the current literature. Finally, this study provides valuable insights to policymakers, businesses, and society.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"106 - 124"},"PeriodicalIF":1.9,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42727094","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: Meaningful work is a topic of relevant interest to management and organizational scholars. The study of meaningful work has been heavily characterized by theories from different disciplines, yet the common-sense perspective is often overlooked, i.e., a non-academic perspective of meaningful work. The paper presents a qualitative study on how non-academics define meaningful work. Methods: Adopting the lens of Aristotelian logic, the paper presents a methodological-theoretical approach to explore how non-academics define human resource management concepts. We asked 194 workers to propose ultimate definitions of the concept of meaningful work. The questions were submitted via a short survey collecting demographics. Results: The analysis of the collected definitions led to the proposition of an intensive definition of meaningful work according to which meaningful work is a positive experience associated with a sense of competence, the presence of positive relation with others, significance and purpose of work. Yet, there must be good reasons to experience work as meaningful as the environment may contain barriers to the presence of meaningfulness. Conclusion: Methodologically, the paper advances a novel approach to the study of human resource management and development concepts. Theoretically, the study proposes a novel perspective of meaningful work prioritizing concerns on the common-sense.
{"title":"Scoping out the Common-Sense Perspective on Meaningful Work: Theory, Data and Implications for Human Resource Management and Development","authors":"F. Tommasi, R. Sartori, Andrea Ceschi","doi":"10.2478/orga-2023-0006","DOIUrl":"https://doi.org/10.2478/orga-2023-0006","url":null,"abstract":"Abstract Background/Purpose: Meaningful work is a topic of relevant interest to management and organizational scholars. The study of meaningful work has been heavily characterized by theories from different disciplines, yet the common-sense perspective is often overlooked, i.e., a non-academic perspective of meaningful work. The paper presents a qualitative study on how non-academics define meaningful work. Methods: Adopting the lens of Aristotelian logic, the paper presents a methodological-theoretical approach to explore how non-academics define human resource management concepts. We asked 194 workers to propose ultimate definitions of the concept of meaningful work. The questions were submitted via a short survey collecting demographics. Results: The analysis of the collected definitions led to the proposition of an intensive definition of meaningful work according to which meaningful work is a positive experience associated with a sense of competence, the presence of positive relation with others, significance and purpose of work. Yet, there must be good reasons to experience work as meaningful as the environment may contain barriers to the presence of meaningfulness. Conclusion: Methodologically, the paper advances a novel approach to the study of human resource management and development concepts. Theoretically, the study proposes a novel perspective of meaningful work prioritizing concerns on the common-sense.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"80 - 89"},"PeriodicalIF":1.9,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41685935","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}
Magda Lužar, A. G. Zoran, Mirko Markič, Boris Bukovec
Abstract Background and Purpose: The study investigated the impact of intergenerational differences on knowledge transfer among engineers in large Slovenian production organizations. Method: Using the Delphi method, experts answered open-ended questions. The process concluded with a consensus reached in the third round. The resulting questionnaire was then administered to engineers of all ages working in large production organizations. Results: The experts’ responses indicated that intergenerational differences are most prominent in the workplace in terms of computer literacy and the use of information and communications technology. Effective employee engagement, including exemplary leadership, a system of mentoring and reverse mentoring, and a supportive organizational culture, was found to enhance the flow of knowledge transfer. Statistical analysis revealed that there are statistically significance intergenerational differences in knowledge transfer among engineers in large production organizations (p < 0.001). Conclusion: The study’s findings suggest that recognizing intergenerational differences and fostering the abilities of employees can contribute to organizational success. However, the study is limited to engineers in large production organizations in Slovenia. Future research should explore organizations in a wider geographical area and across different sectors.
{"title":"Intergenerational Differences and Knowledge Transfer Among Slovenian Engineers","authors":"Magda Lužar, A. G. Zoran, Mirko Markič, Boris Bukovec","doi":"10.2478/orga-2023-0005","DOIUrl":"https://doi.org/10.2478/orga-2023-0005","url":null,"abstract":"Abstract Background and Purpose: The study investigated the impact of intergenerational differences on knowledge transfer among engineers in large Slovenian production organizations. Method: Using the Delphi method, experts answered open-ended questions. The process concluded with a consensus reached in the third round. The resulting questionnaire was then administered to engineers of all ages working in large production organizations. Results: The experts’ responses indicated that intergenerational differences are most prominent in the workplace in terms of computer literacy and the use of information and communications technology. Effective employee engagement, including exemplary leadership, a system of mentoring and reverse mentoring, and a supportive organizational culture, was found to enhance the flow of knowledge transfer. Statistical analysis revealed that there are statistically significance intergenerational differences in knowledge transfer among engineers in large production organizations (p < 0.001). Conclusion: The study’s findings suggest that recognizing intergenerational differences and fostering the abilities of employees can contribute to organizational success. However, the study is limited to engineers in large production organizations in Slovenia. Future research should explore organizations in a wider geographical area and across different sectors.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"66 - 79"},"PeriodicalIF":1.9,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48574314","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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