M. Elayan, Abdulmajeed Saad Albalawi, Haifa Mohammed Shalan, Ali H. Al-Hoorie, M. Shamout
Abstract Background: Happiness at work is an important factor in employee satisfaction, productivity and retention. This study aimed to investigate the relationship between perceived manager’s emotional intelligence and happiness at work, and whether job satisfaction and affective organizational commitment mediate this relationship. Method: A questionnaire was distributed online to a random sample of 350 schoolteachers in Saudi public schools teaching different majors. Results: Structural equation modelling results showed that satisfaction and affective organizational commitment fully mediated the relationship between perceived manager’s emotional intelligence and happiness at work. Conclusion: Our results support the hypothesis that perceived manager’s emotional intelligence influences employee happiness through its influence on increasing or decreasing job satisfaction and affective organizational commitment. These findings therefore provide insight into employee’s wellbeing and potentially how to promote it.
{"title":"Perceived Manager’s Emotional Intelligence and Happiness at Work: The Mediating Role of Job Satisfaction and Affective Organizational Commitment","authors":"M. Elayan, Abdulmajeed Saad Albalawi, Haifa Mohammed Shalan, Ali H. Al-Hoorie, M. Shamout","doi":"10.2478/orga-2023-0002","DOIUrl":"https://doi.org/10.2478/orga-2023-0002","url":null,"abstract":"Abstract Background: Happiness at work is an important factor in employee satisfaction, productivity and retention. This study aimed to investigate the relationship between perceived manager’s emotional intelligence and happiness at work, and whether job satisfaction and affective organizational commitment mediate this relationship. Method: A questionnaire was distributed online to a random sample of 350 schoolteachers in Saudi public schools teaching different majors. Results: Structural equation modelling results showed that satisfaction and affective organizational commitment fully mediated the relationship between perceived manager’s emotional intelligence and happiness at work. Conclusion: Our results support the hypothesis that perceived manager’s emotional intelligence influences employee happiness through its influence on increasing or decreasing job satisfaction and affective organizational commitment. These findings therefore provide insight into employee’s wellbeing and potentially how to promote it.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"18 - 31"},"PeriodicalIF":1.9,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48267961","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: Successful digital startups can generate income for the country and improve people’s lives. However, for prospective founders who will launch their startups, the success factor in pioneering digital startups remains unknown. The purpose of this study is to identify key success factors for digital startups in pioneering stages. Methodology: Thematic analysis is a method for identifying success factors in pioneering stage digital startups. The data will be collected from the interviews of ten startup founders. Results: The findings show that fifteen critical factors are success factors in the digital startup pioneering stage, namely; problems, business ideas, teams, business models, capital or funding, products, incubators, validation, competitors, marketing, mastery of technology, market analysis, founders and co-founders, partners, and passion. These findings are expected to be ground-breaking for anyone interested in launching a digital startup. Conclusion: The first conclusion that we can draw is that there are fifteen important factors that can be claimed and used as success factors in the classification of the digital startup pioneering stage. The second conclusion, based on the findings of the ten founders’ analyses, is that problem factors and team factors are two of the fifteen most dominant and influential digital startup success factors. Problem factor is critical for detecting problems encountered by many people and can motivate digital startup founders to develop solutions to these problems. While team factor is important because with a team, all problems raised are quickly and easily resolved, and all work is handled productively and collaboratively.
{"title":"Discovering Success Factors in the Pioneering Stage of a Digital Startup","authors":"Kenedi Binowo, A. Hidayanto","doi":"10.2478/orga-2023-0001","DOIUrl":"https://doi.org/10.2478/orga-2023-0001","url":null,"abstract":"Abstract Background and Purpose: Successful digital startups can generate income for the country and improve people’s lives. However, for prospective founders who will launch their startups, the success factor in pioneering digital startups remains unknown. The purpose of this study is to identify key success factors for digital startups in pioneering stages. Methodology: Thematic analysis is a method for identifying success factors in pioneering stage digital startups. The data will be collected from the interviews of ten startup founders. Results: The findings show that fifteen critical factors are success factors in the digital startup pioneering stage, namely; problems, business ideas, teams, business models, capital or funding, products, incubators, validation, competitors, marketing, mastery of technology, market analysis, founders and co-founders, partners, and passion. These findings are expected to be ground-breaking for anyone interested in launching a digital startup. Conclusion: The first conclusion that we can draw is that there are fifteen important factors that can be claimed and used as success factors in the classification of the digital startup pioneering stage. The second conclusion, based on the findings of the ten founders’ analyses, is that problem factors and team factors are two of the fifteen most dominant and influential digital startup success factors. Problem factor is critical for detecting problems encountered by many people and can motivate digital startup founders to develop solutions to these problems. While team factor is important because with a team, all problems raised are quickly and easily resolved, and all work is handled productively and collaboratively.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"3 - 17"},"PeriodicalIF":1.9,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44428034","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}
Amro Al-Madadha, Farah Shaheen, Lina ALMA’ANI, Natalie Alsayyed, Ahmad Samed Al Adwan
Abstract Purpose: The purpose of this study is to examine how employee perceptions of corporate social responsibility (CSR) can enhance creative performance in an organization both directly and indirectly through job satisfaction and organizational citizenship behavior. This will allow organizations to consider the different factors influencing creative performance, and how these factors can be utilized in a beneficial manner for the organization. Methods: The data for this study was collected via a survey among three telecommunication companies. The valid responses amounted to 344 junior employees. The data was then analyzed to test the hypotheses through structural equation modeling (SEM). Results: The findings of this study indicated a direct positive significant relationship between employee CSR perceptions and creative performance. As well as a positive correlation between employee CSR perceptions and extrinsic and intrinsic job satisfaction. Furthermore, supporting the indirect effects of job satisfaction and organizational citizenship behavior. Moreover, a positive correlation between job satisfaction and organizational citizenship behavior was found. Finally, organizational citizenship behavior and creative performance showcased a positive correlation as well. Conclusion: Organizations should consider the impact of employee CSR perceptions on creative performance, indirectly through extrinsic and intrinsic job satisfaction and organizational citizenship behavior to achieve higher levels of creative performance within their organizations.
{"title":"Corporate Social Responsibility and Creative Performance: The Effect of Job Satisfaction and Organizational Citizenship Behavior","authors":"Amro Al-Madadha, Farah Shaheen, Lina ALMA’ANI, Natalie Alsayyed, Ahmad Samed Al Adwan","doi":"10.2478/orga-2023-0003","DOIUrl":"https://doi.org/10.2478/orga-2023-0003","url":null,"abstract":"Abstract Purpose: The purpose of this study is to examine how employee perceptions of corporate social responsibility (CSR) can enhance creative performance in an organization both directly and indirectly through job satisfaction and organizational citizenship behavior. This will allow organizations to consider the different factors influencing creative performance, and how these factors can be utilized in a beneficial manner for the organization. Methods: The data for this study was collected via a survey among three telecommunication companies. The valid responses amounted to 344 junior employees. The data was then analyzed to test the hypotheses through structural equation modeling (SEM). Results: The findings of this study indicated a direct positive significant relationship between employee CSR perceptions and creative performance. As well as a positive correlation between employee CSR perceptions and extrinsic and intrinsic job satisfaction. Furthermore, supporting the indirect effects of job satisfaction and organizational citizenship behavior. Moreover, a positive correlation between job satisfaction and organizational citizenship behavior was found. Finally, organizational citizenship behavior and creative performance showcased a positive correlation as well. Conclusion: Organizations should consider the impact of employee CSR perceptions on creative performance, indirectly through extrinsic and intrinsic job satisfaction and organizational citizenship behavior to achieve higher levels of creative performance within their organizations.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"32 - 50"},"PeriodicalIF":1.9,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44793649","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: Workplace ostracism is the situation in which the employee is rejected and ignored by the employees in the same workplace. Since this is a situation that prevents the success of the employees, it affects the performance of the employee. In this respect we assume that it is an important mediator in terms of experiencing psychological resilience in this relationship. In our research model, we also suggested that cyberloafing will affect the severity of the relationship between workplace ostracism and resilience. Therefore, we suggested that psychological resilience would have a mediator role and cyberloafing would have a moderating role in the relationship between workplace ostracism and employee performance, based on the opinions of employees. Design/Methodology/Approach: Data were obtained from 482 employees of Erzincan Municipality by utilizing the survey method. The obtained data were analyzed by using structural equation modeling to test our hypotheses. Results: It was found that there is a significant and positive correlation between workplace ostracism and psychological resilience, a significant and positive correlation between psychological resilience and employee performance, and a significant and negative correlation between workplace ostracism and employee performance. In addition, it was determined that workplace ostracism has an indirect effect on employee performance through psychological resilience, and cyberloafing has a moderating role in this indirect relationship. Conclusion: Our results showed the importance of the mediator role of psychological resilience and the moderator role of cyberloafing in the relationship between perceived workplace ostracism and employee performance.
{"title":"How does Workplace Ostracism Affect Employee Performance? Mediating Role of Psychological Resilience, Moderated Mediation Role of Cyberloafing","authors":"Murat Bas, M. Şirin","doi":"10.2478/orga-2023-0004","DOIUrl":"https://doi.org/10.2478/orga-2023-0004","url":null,"abstract":"Abstract Background and Purpose: Workplace ostracism is the situation in which the employee is rejected and ignored by the employees in the same workplace. Since this is a situation that prevents the success of the employees, it affects the performance of the employee. In this respect we assume that it is an important mediator in terms of experiencing psychological resilience in this relationship. In our research model, we also suggested that cyberloafing will affect the severity of the relationship between workplace ostracism and resilience. Therefore, we suggested that psychological resilience would have a mediator role and cyberloafing would have a moderating role in the relationship between workplace ostracism and employee performance, based on the opinions of employees. Design/Methodology/Approach: Data were obtained from 482 employees of Erzincan Municipality by utilizing the survey method. The obtained data were analyzed by using structural equation modeling to test our hypotheses. Results: It was found that there is a significant and positive correlation between workplace ostracism and psychological resilience, a significant and positive correlation between psychological resilience and employee performance, and a significant and negative correlation between workplace ostracism and employee performance. In addition, it was determined that workplace ostracism has an indirect effect on employee performance through psychological resilience, and cyberloafing has a moderating role in this indirect relationship. Conclusion: Our results showed the importance of the mediator role of psychological resilience and the moderator role of cyberloafing in the relationship between perceived workplace ostracism and employee performance.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"56 1","pages":"51 - 65"},"PeriodicalIF":1.9,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47613909","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: Values-related issues have come into the focus of leadership thinking in the past few decades and it seems to be paradoxical why values work has not been more extensively used so far for defining and conceptualizing leadership. A reason for this can be that values-oriented research streams normally approach leadership from specific perspectives of values representation and transfer. Alternatively, this study examines values work from a generic perspective. Its goal is to suggest a generalized notion for values work and outline certain generic values-work dimensions. Methods: Analysis in this theoretical paper is primarily based on Institutional, New Leadership, and Values-Oriented theories. Methods include argumentation and analytical framework development. Results: This study presents a structured list of and an illustrative framework for some of the dimensions of values work as broadly defined and has research implications regarding issues of leadership influence and the demarcation of leadership from management. Conclusion: The importance of values representation in contrast to power/influence perspectives in leadership is underlined. Our study points to the necessity for more research on generic aspects of values work. The results can also be used for leadership practice, consulting, and development.
{"title":"An Outline of Certain Generic Values - Work Dimensions","authors":"J. Fehér","doi":"10.2478/orga-2022-0021","DOIUrl":"https://doi.org/10.2478/orga-2022-0021","url":null,"abstract":"Abstract Background/Purpose: Values-related issues have come into the focus of leadership thinking in the past few decades and it seems to be paradoxical why values work has not been more extensively used so far for defining and conceptualizing leadership. A reason for this can be that values-oriented research streams normally approach leadership from specific perspectives of values representation and transfer. Alternatively, this study examines values work from a generic perspective. Its goal is to suggest a generalized notion for values work and outline certain generic values-work dimensions. Methods: Analysis in this theoretical paper is primarily based on Institutional, New Leadership, and Values-Oriented theories. Methods include argumentation and analytical framework development. Results: This study presents a structured list of and an illustrative framework for some of the dimensions of values work as broadly defined and has research implications regarding issues of leadership influence and the demarcation of leadership from management. Conclusion: The importance of values representation in contrast to power/influence perspectives in leadership is underlined. Our study points to the necessity for more research on generic aspects of values work. The results can also be used for leadership practice, consulting, and development.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"322 - 332"},"PeriodicalIF":1.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41900327","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 paper aims to explore group dynamics in the management and administration of the selected public organization. Specific interest is given to two fundamental domains of group dynamics: 1) communication processes and interaction patterns; 2) group cohesion and climate. Methods: The approach is based on in-depth interviews with public employees representing various departments of a public organization. A total of 34 subjects participated in this study and provided primary data for coding and finding patterns. Both investigator and data triangulation are used to conceptualize group dynamics in the public organization. Results: Public organizations’ employees face hardships in knowledge sharing and tend to misunderstand the agenda between various departments and citizens. The participation of citizens in decision making could be seen as a ‘double edged sword’ that contributes to the implementation of public projects, but often derails efficient organizational processes. Public organizations struggle with employee turnover, insufficient treatment of employee wellbeing, and unwillingness to pursue personal development. Conclusion: Understanding and further defining the level of group dynamics among public employees is the first step towards adopting innovation approaches. The paper highlights the implications for public organizations with an overview of the behaviors needed for a smooth strategy process in development planning based on organizational forces that leads to a better understanding of group dynamics.
{"title":"Rethinking Group Dynamics in Public Organizations: Starting Point for Behavioral Public Strategy Research","authors":"M. Horák, Lukáš Danko, Filip Kučera","doi":"10.2478/orga-2022-0018","DOIUrl":"https://doi.org/10.2478/orga-2022-0018","url":null,"abstract":"Abstract Purpose: The paper aims to explore group dynamics in the management and administration of the selected public organization. Specific interest is given to two fundamental domains of group dynamics: 1) communication processes and interaction patterns; 2) group cohesion and climate. Methods: The approach is based on in-depth interviews with public employees representing various departments of a public organization. A total of 34 subjects participated in this study and provided primary data for coding and finding patterns. Both investigator and data triangulation are used to conceptualize group dynamics in the public organization. Results: Public organizations’ employees face hardships in knowledge sharing and tend to misunderstand the agenda between various departments and citizens. The participation of citizens in decision making could be seen as a ‘double edged sword’ that contributes to the implementation of public projects, but often derails efficient organizational processes. Public organizations struggle with employee turnover, insufficient treatment of employee wellbeing, and unwillingness to pursue personal development. Conclusion: Understanding and further defining the level of group dynamics among public employees is the first step towards adopting innovation approaches. The paper highlights the implications for public organizations with an overview of the behaviors needed for a smooth strategy process in development planning based on organizational forces that leads to a better understanding of group dynamics.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"272 - 287"},"PeriodicalIF":1.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43436050","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: In quantum mechanics, the observer effect categorically states that observing a phenomenon changes it. This research explores a probabilistic interpretation of entrepreneurial opportunity and explains the observer effect reflecting on Schrödinger’s cat thought experiment. This approach addresses opportunity as a “possibility” concept reinterpreting it from multiple observers’ perspectives and the cruciality of action to cause wave function collapse to an emergent reality. This paper intends to resolve the epistemological paradox and ‘opportunity’ war by re-contextualising opportunity as an artefact and positing it as a probability wave with a range of possibilities until alert entrepreneurs act on it. Method: This conceptual development relies on literature review as a research methodology, using reasoning by analogy for the progress of theory and metaphors for theorisation. Results: This conceptual narrative strengthens the epistemological foundation focused on possibility and probability (illustrated through wave function) to sharpen the definition of opportunity and action theory. The observer effect in opportunity is underexplored in entrepreneurial scholarship. This study features how the observer effect influences the evolving state of opportunity. Opportunity is affected by other observers and the entrepreneur’s imagination, social construction and effort. Each involved agent relates and interacts to give rise to possibilities in opportunities. The interrelations and interdependence are complex, giving rise to superposition with a mixed state with many possibilities. Conclusions: The contribution of this research is manifold from a theoretical and practical level. It presents a quantum-like model where an ‘un-acted’ opportunity is in superposition (multiple possibilities emerging simultaneously until it is enacted), expanding on Ramoglou and Tsang’s (2016) view on propensity. The interactional effects – interfering and entangling between agents observing the same opportunity generate possibilities. The potentiality and the many-possibilities states in the opportunity artefact hold great promise in entrepreneurial research.
{"title":"Probabilistic Interpretation of Observer Effect on Entrepreneurial Opportunity","authors":"D. Leong","doi":"10.2478/orga-2022-0016","DOIUrl":"https://doi.org/10.2478/orga-2022-0016","url":null,"abstract":"Abstract Background: In quantum mechanics, the observer effect categorically states that observing a phenomenon changes it. This research explores a probabilistic interpretation of entrepreneurial opportunity and explains the observer effect reflecting on Schrödinger’s cat thought experiment. This approach addresses opportunity as a “possibility” concept reinterpreting it from multiple observers’ perspectives and the cruciality of action to cause wave function collapse to an emergent reality. This paper intends to resolve the epistemological paradox and ‘opportunity’ war by re-contextualising opportunity as an artefact and positing it as a probability wave with a range of possibilities until alert entrepreneurs act on it. Method: This conceptual development relies on literature review as a research methodology, using reasoning by analogy for the progress of theory and metaphors for theorisation. Results: This conceptual narrative strengthens the epistemological foundation focused on possibility and probability (illustrated through wave function) to sharpen the definition of opportunity and action theory. The observer effect in opportunity is underexplored in entrepreneurial scholarship. This study features how the observer effect influences the evolving state of opportunity. Opportunity is affected by other observers and the entrepreneur’s imagination, social construction and effort. Each involved agent relates and interacts to give rise to possibilities in opportunities. The interrelations and interdependence are complex, giving rise to superposition with a mixed state with many possibilities. Conclusions: The contribution of this research is manifold from a theoretical and practical level. It presents a quantum-like model where an ‘un-acted’ opportunity is in superposition (multiple possibilities emerging simultaneously until it is enacted), expanding on Ramoglou and Tsang’s (2016) view on propensity. The interactional effects – interfering and entangling between agents observing the same opportunity generate possibilities. The potentiality and the many-possibilities states in the opportunity artefact hold great promise in entrepreneurial research.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"243 - 258"},"PeriodicalIF":1.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45278744","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}
M. Borchardt, G. Pereira, G. S. Milan, Annibal R. Scavarda, Edithe Nogueira, L. A. Poltosi
Abstract Background/purpose: In comparison to Industry 4.0 (I4.0), Industry 5.0 (I5.0) shows a more systemic transformation that includes business innovations driving the transition to a sustainable, human-centric, and resilient industry. I5.0 implies on rethinking business models, ecosystems, managerial practices, etc. while moving toward sustainable development. Despite the novelty of I5.0 and the growing interest in the subject, the literature is still scarce. Therefore, this study aims to analyze the state of the art and understand the approaches that constitute the study of I5.0, through the lens of business and operations management. Method: A systematic literature review was performed through the lens of the business and operations management literature. Results: Four major themes were identified: (i) technological application, (ii) Human Resources and workers, (iii) education, and (iv) business and operations management. For each theme, the implications, future avenues and practical considerations are presented. Conclusions: Most I5.0 studies have focused on Human Resources and workers discussing the role of technological applications on operator safety. Despite I5.0 calls for a step forward in sustainable development, studies on it are scarce. Also, the literature is still missing practical contributions and frameworks for how I5.0 could impact on business management.
{"title":"Industry 5.0 Beyond Technology: An Analysis Through the Lens of Business and Operations Management Literature","authors":"M. Borchardt, G. Pereira, G. S. Milan, Annibal R. Scavarda, Edithe Nogueira, L. A. Poltosi","doi":"10.2139/ssrn.4111659","DOIUrl":"https://doi.org/10.2139/ssrn.4111659","url":null,"abstract":"Abstract Background/purpose: In comparison to Industry 4.0 (I4.0), Industry 5.0 (I5.0) shows a more systemic transformation that includes business innovations driving the transition to a sustainable, human-centric, and resilient industry. I5.0 implies on rethinking business models, ecosystems, managerial practices, etc. while moving toward sustainable development. Despite the novelty of I5.0 and the growing interest in the subject, the literature is still scarce. Therefore, this study aims to analyze the state of the art and understand the approaches that constitute the study of I5.0, through the lens of business and operations management. Method: A systematic literature review was performed through the lens of the business and operations management literature. Results: Four major themes were identified: (i) technological application, (ii) Human Resources and workers, (iii) education, and (iv) business and operations management. For each theme, the implications, future avenues and practical considerations are presented. Conclusions: Most I5.0 studies have focused on Human Resources and workers discussing the role of technological applications on operator safety. Despite I5.0 calls for a step forward in sustainable development, studies on it are scarce. Also, the literature is still missing practical contributions and frameworks for how I5.0 could impact on business management.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"305 - 321"},"PeriodicalIF":1.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47082909","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/Goal: The article focuses on organization development process based on functioning of change motors; therefore, the author focuses on accomplishing three objectives. The first objective involves adding to the four change motors described by A. H. Van de Ven & M. S. Poole the fifth one, actually the balancing development motor. The second objective deals with devising a five change motor model based on motor interaction during the life cycle of an organization. The model represents the stages of change motor functioning, description of their interaction and combination of different stages of this functioning. The third objective implies developing and describing the method of the analysis of change motor interaction. Method: Lewin’s field theory, punctuated equilibrium theory, and complexity theory common aspects were identified using the method of comparative analysis and the method of synthesis, which allowed describing balancing development as a change motor. Results: The five change motor model was developed using the method of metaphors and the method of conceptual modeling. Conclusion: The results presented in the article can provide more thorough understanding of the development process of an organization since they contribute to the explanation of how an organization declines in its life cycle due to the functioning of its change motors and how this decline can be overcome by implementing a transformational change. The use of the five change motor model presented in this article will provide insight into the development process of an organization as well as contribute to its further theoretical and empirical research.
摘要目的/目标：本文主要研究基于变革马达功能的组织发展过程；因此，作者着重于实现三个目标。第一个目标是在A.H.Van de Ven和M.S.Poole描述的四个变化电机的基础上增加第五个，实际上是平衡发展电机。第二个目标是设计一个基于组织生命周期中运动相互作用的五变化运动模型。该模型代表了运动功能变化的阶段，描述了它们的相互作用以及这种功能不同阶段的组合。第三个目标是发展和描述变化-运动相互作用的分析方法。方法：运用比较分析法和综合法，确定了勒温场论、间断均衡理论和复杂性理论的共同点，将均衡发展描述为一种变化的马达。结果：运用隐喻方法和概念建模方法建立了五变运动模型。结论：文章中的研究结果可以更全面地了解组织的发展过程，因为它们有助于解释一个组织是如何因其变革马达的作用而在其生命周期中衰退的，以及如何通过实施转型变革来克服这种衰退。本文提出的五变化运动模型的使用将深入了解一个组织的发展过程，并有助于其进一步的理论和实证研究。
{"title":"A Model of Organizational Change Process","authors":"Alexander Kharitonovich","doi":"10.2478/orga-2022-0019","DOIUrl":"https://doi.org/10.2478/orga-2022-0019","url":null,"abstract":"Abstract Purpose/Goal: The article focuses on organization development process based on functioning of change motors; therefore, the author focuses on accomplishing three objectives. The first objective involves adding to the four change motors described by A. H. Van de Ven & M. S. Poole the fifth one, actually the balancing development motor. The second objective deals with devising a five change motor model based on motor interaction during the life cycle of an organization. The model represents the stages of change motor functioning, description of their interaction and combination of different stages of this functioning. The third objective implies developing and describing the method of the analysis of change motor interaction. Method: Lewin’s field theory, punctuated equilibrium theory, and complexity theory common aspects were identified using the method of comparative analysis and the method of synthesis, which allowed describing balancing development as a change motor. Results: The five change motor model was developed using the method of metaphors and the method of conceptual modeling. Conclusion: The results presented in the article can provide more thorough understanding of the development process of an organization since they contribute to the explanation of how an organization declines in its life cycle due to the functioning of its change motors and how this decline can be overcome by implementing a transformational change. The use of the five change motor model presented in this article will provide insight into the development process of an organization as well as contribute to its further theoretical and empirical research.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"288 - 304"},"PeriodicalIF":1.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49393383","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 concept of entrepreneurship within the public sector is one of the most fiercely debated areas of entrepreneurial research. It has been studied across several academic disciplines such as in management, public administration and political economy, among others. However, while academic output has increased, we found no prior studies providing a clear mapping of the field. Therefore, this research sought to comprehensively examine all peer reviewed articles on public sector entrepreneurship. Methods: Using the Scopus scientific database, our analysis included 133 articles from 1982 to 2022. Following a thorough manual review process, we used VOSviewer to provide a mapping of the field, before identifying research gaps and suggesting directions for future research. Our scientific mapping revealed the leading and emerging thematic clusters in the field. Results: Our results revealed that the leading themes in public sector entrepreneurship include innovation, entrepreneurship, public sector, governance, reinventing government, and public organisations, while emerging trends include public health entrepreneurship, public health innovation, public choice, sustainability, and entrepreneurial orientation, among others. Conclusion: Our research provides useful insights to all researchers interested in examining entrepreneurship within the public sector or in non-profit organisations.
{"title":"Public Sector Entrepreneurship: Scientific Mapping and Research Agenda","authors":"Michael O. Olumekor","doi":"10.2478/orga-2022-0017","DOIUrl":"https://doi.org/10.2478/orga-2022-0017","url":null,"abstract":"Abstract Background and Purpose: The concept of entrepreneurship within the public sector is one of the most fiercely debated areas of entrepreneurial research. It has been studied across several academic disciplines such as in management, public administration and political economy, among others. However, while academic output has increased, we found no prior studies providing a clear mapping of the field. Therefore, this research sought to comprehensively examine all peer reviewed articles on public sector entrepreneurship. Methods: Using the Scopus scientific database, our analysis included 133 articles from 1982 to 2022. Following a thorough manual review process, we used VOSviewer to provide a mapping of the field, before identifying research gaps and suggesting directions for future research. Our scientific mapping revealed the leading and emerging thematic clusters in the field. Results: Our results revealed that the leading themes in public sector entrepreneurship include innovation, entrepreneurship, public sector, governance, reinventing government, and public organisations, while emerging trends include public health entrepreneurship, public health innovation, public choice, sustainability, and entrepreneurial orientation, among others. Conclusion: Our research provides useful insights to all researchers interested in examining entrepreneurship within the public sector or in non-profit organisations.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"259 - 271"},"PeriodicalIF":1.9,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43094459","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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