1960 sonrasi Türk sağlik personeli politikasi üzerine bir değerlendirme

Author(s): Mehmet Burhanettin Coskun / Language(s): Turkish / Issue: 33/2017

When the public administration of countries identified as a social and economic forms of organization is impossible to think outside the health sector of this form of organization. In this area, many spend the majority of national resources and the operation of the human field prevents the medical field and constrained to work. Since the establishment of the Republic was considered to be an essential task of the state health services were encouraged to take public organizations. After the 1960 reform of the health policy issues were on the agenda. Health services, policy-making / implementation in the context of redefining the evaluation in relation to the consequences of experienced conversion and also the transformation of health policy to be discussed with a critical perspective, currently ongoing is important for appropriate evaluation of the discussion. Turkish health personnel to work in the process of globalization in terms of policy, not an example of transformation of the public administration, is considered important by itself in today's public administration studies. Working labor changes in Turkish public administration system will serve to seeing through intensive service sector. The main problem of the health personnel system in Turkey is achieved with a flexible structure, starting from the 1960's.

25 Years of Change in Management Control Systems and Business Education in Estonia

Author(s): Ülle Pärl / Language(s): English / Issue: 1/2017

During the last 25 years, the Estonian economy has transitioned from a centrally planned economy to a market-oriented, globally open, highly competitive economy. Although during these years there has been fast growth and Estonians could tell a lot of success stories, research shows that management practices are still less advanced compared to those in enterprises from developed countries. Increased competition, openness and innovation increased the significance of more sophisticated management control systems (MCS). Researchers accentuate the role of managers and their education and training in using and developing more sophisticated MCS in companies. The objective of the current paper is to better understand how changes in the business environment, managerial training and education are connected to developments in MCS in Estonia. This article provides an overview of the statistics and studies completed in Estonia over the last 25 years. As this study shows, the last decade has brought a different level of internationalization and development in the business environment and business education. The problems associated with developments in MCS, using cloud technology, business education and managerial training are the same in Estonia as in developed countries. To develop the business and economic environment in the country, Estonian entrepreneurs need high-level data processing, analytical and financial education, and practical training courses.

A CASE STUDY ON THE POTENTIAL BENEFITS OF CONSOLIDATION WITHIN TRANSPORT, LOGISTICS, AND FREIGHT FORWARDING CLUSTERS IN THE POMERANIAN REGION

Author(s): Jagienka Rzesny-Cieplinska / Language(s): English / Issue: 8/2016

This paper focuses on the advantages of the companies that act in cooperation/clusters, as an approach to prevent the possible gain of interest for competitive products. Companies operating in the forwarding, transportation, and logistics sector are seeking original methods to become competitive. Price has lost its importance when selecting transportation and logistics services providers. Nowadays, it is the quality of service rates that is considered most important, followed by reliability, flexibility, and the product range. We will examine the rest of the factors influencing customers’ choice of freight forwarding, transportation, or logistics operators, in this paper.

A Comparative Study of Hajj Fund Management Institutions in Malaysia, Indonesia and Maldives

Author(s): Aishath Muneeza,Amira Shuhadabinti Tamby Sudeen,Atiqoh Nasution,Ratih Nurmalasari / Language(s): English / Issue: 3/2018

Performing hajj is one of the five pillars of Islam which may become compulsory for a Muslim who has financial ability to perform this ibadah at least once in his lifetime. To facilitate Muslims to fulfil this religious obligation, countries which have majority Muslim population like Malaysia, Indonesia and Maldives have established legal entities/institutions to manage hajj funds from hajj depositors (aspirant pilgrims) and provide services related to hajj. Although these institutions share the same objective in terms of helping Muslims to perform hajj, their operational activities are largely different. This paper aims to contribute to the understanding of hajj fund management institution in these three different jurisdictions. This understanding is important for policy makers and regulators regulating hajj fund management. It is anticipated that the outcome of this research will shed a light on hajj fund management in Asia.

A COMPREHENSIVE CHARACTERIZATION AND COROLLARIES OF BULLYING AT WORK

Author(s): Tinuke M. Fapohunda,Felicia Omotayo Soares / Language(s): English / Issue: 1/2018

Workplace bullying is a phenomenon that affects employee performance and productivity. Its non-illegal status makes it easy to go unnoticed and is becoming an issue for HR managers and other actors in the employment relations. This paper examines workplace bullying to determine its types, features, prevalence in the Nigerian work environment and its effect both on the employees and on the organisation. 200 participants were selected from different departments of a Lagos area office of a federal organisation. Three hypotheses were tested. There was significant relationship between workplace bullying and staff performance. It was also discovered that there was a relationship between gender and the exposure to verbal abuse and there was a relationship between workplace bullying and job satisfaction.

A conceptual model of assessment of knowledge transfer to consumer

Author(s): Jurgita Raudeliuniene,Sigitas Davidavicius / Language(s): English / Issue: 2/2017

Due to changing needs of knowledge consumers in the context of globalization organizations find it important to search out the way of effective application of the process of knowledge sharing and distribution in their activity in order to create and/or select proper means of communication with consumers on purpose of effective satisfaction of their knowledge needs. In order to address the problems of such nature it is important to assess the process of knowledge transfer and consumer purchase, knowledge needs, knowledge transferred to meet of consumer needs, channels and means of knowledge transfer. Also, to select purposefully channels of communication with consumers and tools of e-marketing that are suitable for satisfaction of consumer needs, i.e. channels and tools that affect self-determination of consumer to take a decision to acquire a product or service of specific organization.

A gazdasági fejlődés új útjainak keresése

A szervezeti innovációk és a szervezeti tanulás szerepének felértékelődése

Author(s): Miklós ILLÉSSY / Language(s): Hungarian / Issue: 4/2016

PhD theses of Miklós Illéssy about searching for new directions in economic development, and about the role of organizational innovation and organizational learning

A hermeneutical reading of Penrose and Nelson and Winter - tracing origins of a misunderstanding?

Author(s): Oliver Krone / Language(s): English / Issue: 11/2012

This paper aims to understand based on a hermeneutical reading of Penrose (1959) and Nelson and Winter (1982) what knowledge is and where it is stored in the respective authors. Furthermore, the author wants to learn whether the subsumption of Knowledge Integration to Knowledge Management, as it can be often in the literature, has any foundation when coming from these authors. Reason for this overall analysis is the widely held view in the discipline of Knowledge Management that these authors are forefathers for it. Based on an interpretative, qualitative approach the author examines the way in which knowledge is held and created within organisations in the main work of this pair of author. The author comes to the conclusion that the discipline of Knowledge Management has seemingly overemphasized certain elements in the work of Penrose and Nelson and Winter, while neglecting the key aspect that for both author(s)the act of Knowledge Integration is much rather described in these works.

A közmenedzsmentről kritikusan

Author(s): Ágota Dobos / Language(s): Hungarian / Issue: 4/2011

Review of: Ian Greener: “Public Management: A Critical Text.”; Palgrave Macmillan, 2009, New York. 202 p. by: Dobos Ágota

A LOGISZTIKAI INFRASTRUKTURÁLIS FEJLESZTÉS BIZTONSÁGMENEDZSMENT KÉRDÉSEI INTÉZMÉNYI OLDALRÓL

Author(s): Judit Oláh,László Terjék,Beatrix RÓNAY-TOBEL,Miklós PAKURÁR,Adrienn HORVÁTH / Language(s): Hungarian / Issue: 1/2015

In this publication, the authors have examined the situational relations between the infrastructural development and road transportation safety. EU's effort is the improvement of the road safety, which is closely associated with development of the infrastructure. In this issue from the institutional side the authors have examined road transport controls and inspections experiences in the cases of logistics organizations, truck drivers and vehicles. They have found that among the logistics operators are a kind of high economic pressures and competition situations which are a determining factor in the decisions-making, mainly in that cases what is connected to the road transport safety. The safety values and safety responsibilities have found in the economic sacrifices. The irresponsible risk taking and infraction permissive attitude among employees are widespread, but, as the underlying cause this attitude among employers are very frequent as well. The essential factor of the progress is the safety culture development. This coordinated work will have feasible, only with science- based workmanlike complex device-system.

A Man in Highly Developed Technological Society

Author(s): Milan Radosavljevic,Života Radosavljevic,Irina Somina / Language(s): English / Issue: 16/2016

If we analyze the contemporary literature in the field of personnel department, and human resources management at the global level, we will find more or less the statement that a man is the most valuable potential of organizations that people are the greatest wealth and irreplaceable factor in every organization. At the level of the UN numerous declarations were adopted on human rights, in order to protect and improve their basic rights. On the basis of national legislations numerous laws were adopted about the rights of employees, women, children, minorities, etc. Many associations were formed for the protection of the so-called “vulnerable” groups and communities, in order to preserve His Majesty, man. However, practice shows a completely different situation and tendencies. The more you talk about the man or about the people more problems arise on that point. It turns out that the status or treatment of the man in the organization at the national, but also at the global level is far below declarative submissions or preferences. This refers especially on companies and organizations with high organic composition of capital that is, where technology prevails. It has never been more wars, inter-ethnic and inter-state conflicts with tragic consequences, millions of refugees and migrants who go from one continent to another in spite of a large number of resolutions at the level of the international community on human rights. If we would test the top management of large companies about their knowledge of human dimension in their organizations, we would come to devastating results, and that is that they are far more familiar with the material factors (instruments of labor, tools, accessories) the time necessary to execute the repair of machines, replacement of some parts, assemblies and subassemblies. In contrast to the above, the human potential is not being talked about, or it is talked about in secondary and irrelevant discussions. All indicates that the technology is being developed, and that man is not equally developed with it, although it is he who has created it. All stated above imposes the need to point out the place and importance of man in modern, technological, turbulent and uncertain organization. The aim of this paper is to show and prove the growing importance of man in the organization through arguments, especially from the standpoint in the future and in terms of increasing usage of modern information technology.

A Manager´s self-concept in the context of their leadership style within McGregor´s theory

Author(s): Lenka Duricová,Terézia Šugereková / Language(s): English / Issue: 1/2017

Purpose: The aim of the present study is to examine a manager´s self-concept as a potential source of their leadership philosophy. The research study is focused on the verification of the relationship between particular aspects of a manager´s self-concept (especially self-esteem and self-efficacy) and of their employees´ leadership style in the context of theory X/Y. On the basis of previous research results (e.g., Wood and Bandura, 1989; Whitney, 1990; McCormick et al., 2002; Wang, 2010; Ahn et al., 2016) and theoretical outcomes, we presuppose the relationship between a manager´s attitude to themselves and their attitude to the employees. McGregor´s theory is still relevant more than 50 years after its publication because it has a solid foundation (Kristensen, 2015). Although empirical studies examining the theory X and Y managerial assumptions in a work environment were very scarce for a long time, in recent years there have been several research studies examining the effect of leader´s X/Y managerial assumptions on follower´s attitudes and behaviours (e.g. Gurbuz et al, 2014, Lawter et al, 2015). However, we are more interested in the individual leader´s self-concept in respect to the preferred leadership philosophy. Research hypotheses: We stated two hypotheses arising from the theoretical background of the analysed theory. RH1: We presuppose a positive relationship between a manager´s self-esteem and their managerial attitude Y. RH2: We presuppose a positive relationship between a manager´s perceived self-efficacy and their managerial attitude Y. Research sample: Our research sample consisted of 77 middle management level managers (89.6% males, 10.4% females), aged between 23 and 61 (mean age = 38.82, SD = 8.75). The research sample was collected intentionally. The research was realized anonymously by the means of a questionnaire set. Research method: A simple correlational research study was carried out. To estimate the normal distribution of the variables, we used the Kolmogorov-Smirnov test. The test results suggest that the condition of normal data distribution is not fulfilled (p≤.004), which is why we used non-parametric tests. The relation between individual variables was estimated through a non-parametric Spearman correlation coefficient. The questionnaire set comprised of these research tools: 1. Rosenberg´s Self-esteem Scale (RSS, Halama, Bieščad, 2006) is used to assess the emotional aspects of selfconcept and self-esteem. It is a one-dimensional scale consisting of 10 items. The higher score indicates a higher global self-esteem of an individual, whereas the lower the score is a higher level of self-depreciation. Reliability (its inner consistency) of the research instrument stated by Cronbach alpha (α=.72) proves an acceptable value. 2. General Self-Efficacy Questionnaire (GSEQ, Křivohlavý, Schwarzer, Jerusalem in Balaštíková, Blatný, 2003) assesses the level of experienced self-efficacy and eventually perceived self-efficacy. It comprises of 10 items in the form of statements. An overall high score indicates a higher level of self-efficacy. The inner consistency of the research instrument stated by Cronbach alpha was α=.81. 3. The theory X/Y – Attitude Questionnaire consists of 26 items. The questionnaire is the result of a backward translation from the English original Theory X/Y attitudes (Kopelman et al., 2010). Half of the items (13) assess the attitude X (e.g., most people will try to do as little work as possible), and the other half (13 items) assess the attitude Y (e.g. most people can be trusted.) Referring to research instrument adaptation, we used a standard procedure for its translation. The backward translation was done by two independent professionals with appropriate language skills. The individual item comprehension was evaluated during the pilot research. Reliability (the inner consistency) of this new adapted research instrument in the Slovak conditions stated by Cronbach alpha proves an acceptable value for both factors (α=.78; α=.71). Research results: The analysed self-concept (consisting of two aspects: self-esteem /AM= 34.14; SD=3.62/ and self-efficacy /AM= 33.81; SD=3.75/) and manager´s leadership styles (attitude X: AM= 35.43; SD=5.59; attitude Y: AM= 34.47; SD=4.85) were basic variables of this research study. To estimate the presupposed correlations between chosen aspects of a manager´s self-concept (respectively self-esteem and self-efficacy), and a managerial attitude, Spearman correlation coefficients (using McGregor´s theory) were calculated. By means of correlation analysis we found a positive, moderate, statistically-significant correlation between self-esteem and managerial attitude Y (.311, p≤.01). Referring to statistical correlation analysis we can conclude there is no correlation between perceived manager´s self-efficacy and their managerial attitude in the sense of theory X/Y. Also, a relationship between both self-concept aspects was confirmed (.472, p≤.01). Research limitations: 1: the research sample size and its choice, 2: male predominancy; 3: the use of selfreports (may have elicited socially desirable responses). All of them may limit the generalizability of the findings. Practical implications: In spite of the limitations mentioned above, from our research results we can make two possible recommendations regarding managerial practice: 1 – while hiring managers it is recommended considering also their level of self-esteem, and 2 – there should be a directly aimed development and facilitation of a manager´s positive self-esteem in their practice by means of various seminars, training or workshops. Improving a manager´s self-esteem could be one way of developing successful leadership. Theoretical/research implications: A manager´s self-efficacy as a conative aspect of their self-concept might be more related to the manager´s behaviour referring to their concrete manifestations of behaviours in the framework of McGregor´s leadership theory than to their attitudes, eventually to the perception of employees. This opens up a new perspective to further research findings. Originality/Value: The biggest contribution is supported by the existence of a positive, moderate, statisticallysignificant relationship between self-esteem and managerial attitude Y. The research study indicates that selfconcept is one of the variables moderating a manager´s style of leadership at work. Additionally, the study can support the empirical knowledge of manager´s personality research findings.

A New Approach to Measuring the Correlation of Organizational Alignment and Performance

Author(s): Miloš Jevtic,Milica Jovanovic,Jovan Krivokapic / Language(s): English / Issue: 1/2018

Research Questions: This paper focuses on measuring the alignment of organizational elements. Motivation: Although several authors have analyzed this topic, there are few papers in which a concept for measuring the alignment of key elements of the organization is proposed (Simons, 2005; Sadeghi, 2011; Trevor & Varcoe, 2017). In previous research, the concept of alignment is usually defined through categorical variables and different organizational configurations are suggested (Mintzberg, 1980). Thus, this paper aims to propose a new approach to measuring organizational elements and their alignment. Idea: Based on the literature review we determined the organizational model for conducting the research in companies listed on the top 300 companies in Serbia. Data: On the sample of 57 respondents the results confirmed the defined hypothesis by which the alignment of the organizational elements has a positive correlation with the organizational performance. Tools: In order to measure the organizational elements we defined the 7-level scale which enables measuring the alignment of organizational elements. Findings: The research results confirm that it is necessary to look at the solutions based on some organizational elements simultaneously. However, in order to confirm the validity and reliability of the results, it is necessary to conduct a research on a larger sampling frame, since the sample from this research is relatively small in comparison to the total population. Contribution: The defined scale can be used as a control tool for checking the proposed organizational design solutions in practice. Also, the rules of alignment of organizational elements can be applied at different hierarchical levels in the organization, which will be the subject of future research of the authors.

A new hybrid fuzzy cybernetic analytic network process model to identify shared risks in PPP projects

Author(s): Alireza Valipour,Nordin Yahaya,Norhazilan Md Noor,Abbas Mardani,Jurgita Antucheviciene / Language(s): English / Issue: 4/2016

A proper risk management strategy is essential in property management. For controlling and reducing risks on Public-Private Partnership (PPP) project, risk allocation is a major component of PPP risk management. Identifying appropriate shared risks and optimal risk allocation in a structured way is a complex process. The aim of this study is to develop a quantitative approach for equitable risk allocation with attention to identifying dependencies between risk allocation criteria and barriers. The paper presents an approach in the form of a hybrid Fuzzy method and Cybernetic Analytic Network Process (CANP) model for identifying shared risks. The approach involves the use of Fuzzy sets to convert linguistic principles and experiential expert knowledge into systematic quantitative analysis and the CANP to solve the problem of dependency and feedback between criteria and barriers as well as selection of shared risks. A case study is presented to demonstrate the use of the model in selecting shared risks. The study involves development of 10 criteria and 8 barriers. Finally, of 40 significant risks, 14 risks are successfully allocated between the public and private sector in Iranian PPP projects.

A Pilot Study on Validity of Turkish Version of Organizational Politics Scale

Author(s): Füsun Çinar Altintas / Language(s): English / Issue: 2/2017

The present study aimed to pilot test the reliability and construct validity of the Turkish version of the Perception of Organizational Politics Scale (short version), developed by Kacmar and Carlson (1997). Study sample included 199 executive and non-executives employees working in different industries in Bursa. Statistical analysis results supported the scale’s one dimensional and three dimensional 13-item structure and the corrected model was shown to be more reliable and valid.

A PROPOSAL FOR INCORPORATING LABOR UTILIZATION FRAMEWORKS INTO THE FORMAL LABOR FORCE STATISTICS

Author(s): Hee-Young Shin / Language(s): English / Issue: 3/2016

The standard labor force statistics has been widely used as an important indicator of the overall health of an economy, and both economists and economic policy makers in the U.S. have been uncritically relying on the single official unemployment rate whenever they propose and make an important policy decision. The goal of this paper is to revisit some of the limitations in the US formal labor force statistics and propose to incorporate a series of measures for analyzing a certain quality aspect of employment into the government’s formal labor force statistics. The conventional definitions and categories used by the US Bureau of Labor Statistics (BLS) have many limitations, and are of no use at all in capturing quality aspects of employment. After examining some of these problems, the paper introduces and proposes the International Labor Office (ILO)’s labor (under-)utilization framework to overcome these problems. The labor utilization framework adopted in the ILO’s international conferences emphasizes the importance of capturing quality aspects of labor utilization and introduces the concept of income-, time-, and skill-related labor underutilization. The survey in this paper shows that the ILO’s labor utilization framework is broader in scope and much more consistent in analyzing the labor market performance. The framework also provides better insights into analyzing the labor market dynamics than any other formal labor force statistical frameworks, including the US BLS’s standard labor force statistics. Even though the ILO’s labor utilization framework is in no way a complete solution to the task of analyzing the capitalist labor market dynamics and of constantly improving the government’s labor force statistics, it is far more superior to the conventional unemployment rate and any other narrowly defined labor force statistics. Thus, it is urged that the US BLS should seriously consider incorporating labor utilization framework into its formal labor force statistics.

A quantitative evaluation of the company environment for the formation of its effective expansion strategy.

Author(s): Romualdas Ginevicius,Aleksandr Ostapenko / Language(s): English / Issue: 2/2015

The successful development of a company’s expansion strategy, which determines the best corporate performance, is mainly affected by its environment which is defined by multidimensional assessment criteria acting in different directions. The incorporation of all such criteria into one generalizing and complex dimension is enabled by multi-criteria assessment methods. The article focuses on theoretical justification for the application of multi-criteria evaluation methods and their practical application in identifying the actual and forecast environmental situation of the company, and provides a solution for the formation of an effective expansion strategy using the complex evaluation results of the company environment. Through the examination of a specific company by employing the possibilities of the proposed analytical solution the expansion strategy is formed for an effective development.

A repozitórium – és akik körülállják

Author(s): Tamás Kozma / Language(s): Hungarian / Issue: 3/2013

University repositories are among the most recent developments in academic life in Hungary. They were created under the notion of the “Open Access movement”, something introduced and organised by the Budapest Declaration (2001) and the Berlin Declaration (2003). The initial idea was that university repositories might help with a free flow of information supporting scientists and researchers, when there would be prompt and easily available publications. After the 2004 R+D and Innovation Act (university copyright ownerships), however, such repositories are not now “free collections” of self-archived intellectual products – rather, they have become mandatory. Today, mandatory repositories function partly as digital libraries for university scientists and researchers, but they are also, in part, tools by which university managements are able to check the research accomplishments of their academicians, as employees.

A REVIEW OF ORGANIZATIONAL CULTURE IN THE MERGERS & ACQUISITIONS PROCESS

Author(s): Louis-Caleb Remanda / Language(s): English / Issue: 8/2016

Mergers and acquisitions (M&A) are the most widespread and most reliable international operations in the strategic market. Theoretically, they can respond to a certain amount of conventional goals like creating intrinsic value and performance. Integrating an organizational culture in an M&A process can help top management from both organizations understand cultural differences as fast as possible, in order to reduce consequences. The question remains as to whether we can go from a theoretical case to a practical one and achieve results beyond expectations. In this 2015 study we took into account cultural changes, communicated them to the members going into the process, and demonstrated the fundamental role that organizational culture plays. By comparing several approaches surrounding organizational culture, we conclude that this concept should extended to further perspectives, such as the importance of acculturation, cultural tolerance and organizational identity, all present before, during, and after the M&A process.