Exploring Technostress: Results of a Large Sample Factor Analysis

Author(s): Steponas Jonušauskas,Agota Giedrė Raišienė / Language(s): English Issue: 1/2016

With reference to the results of a large sample factor analysis, the article aims to propose the frame examining technostress in a population. The survey and principal component analysis of the sample consisting of 1013 individuals who use ICT in their everyday work was implemented in the research. 13 factors combine 68 questions and explain 59.13 per cent of the answers dispersion. Based on the factor analysis, questionnaire was reframed and prepared to reasonably analyze the respondents’ answers, revealing technostress causes and consequences as well as technostress prevalence in the population in a statistically validated pattern. A key elements of technostress based on factor analysis can serve for the construction of technostress measurement scales in further research.

Wpływ kosztów pracy na polski eksport

Author(s): Magdalena Kapela,Katarzyna Osiecka / Language(s): English,Polish Issue: 01/2018

Low labour costs in Poland contribute to its higher participation in global value chain. Nevertheless they can solidify the disadvantageous structure of Polish production and export(with small participation of high technology products and quite a prominent share of importedsemi-finished products in the export volume). Strong competition among countries and ease of goods and services flow increase the significance of product specification. The level of technology sophistication determines the quality of products and production efficiency and furthermore facilitates transfer from labour-intensive to capital-intensive branches. The main issue of this articleis to verify the impact of labour costs level on the volume and structure of Polish export. Thetime period (2007-2016) refers to the time before and after the world financial crisis when in 2009 export of most of the European economies crashed. The data is from Eurostat and GUS database. Methodology includes an overview of the literature, deduction, the method of least squares andindex of similarities in structure.

CONNECTION OF TALENT AND CAREER MANAGEMENT – DIFFERENCES AND SIMILARITIES

Author(s): Mária HÉDER,Krisztina Dajnoki / Language(s): English Issue: 9/2017

Talent and career management has become a function of central significance not only in international but in Hungarian HR practice as well, since the employment and keeping of excellent colleagues might constitute a strategic competitive advantage for organizations. In order for an organization to be able to manage its workforce – not only to find talents but also to be able to keep, motivate and train them – deliberate identification and management are necessary. In terms of its objective, the talent management system is identical with career management; its primary focus is to improve organizational efficiency through the satisfaction of employee demands and to offer an attractive organizational life cycle to the program participants. Due to the above, application and interpretation of the two systems are often mixed on organizational level. In the scope of the study, organizational interpretation of talent is defined, differences/similarities between talent and career management systems are introduced and the possible operation within an integrated system is proposed.

Risk Premium for Loss of Employment in Polish Regions

Author(s): Jan Ostoj / Language(s): English Issue: 4/2018

In previous papers of the series, having applied the income-based valuation method of intellectual capital of a region, the author discovered a need for valuation of the risk premium which should be included in the discount rate of labour income. Undoubtedly, both the loss of employment and the amount of labour income contribute to the intuitive calculation of economic migration. The income-based valuation of the right to a certain sequence of income at a certain risk level, properly integrates these factors as one value, providing a clear criterion of selection is assured. Because the labour market does not generate the values that allow the adaptation of the CAPM model, a completely new method of the risk premium valuation has been proposed which produces corresponding results to those based on the CAPM model. The method was applied to respective regions of Poland i.e. voivodeships. As the result, the equity premium puzzle of the Polish labour market was revealed. Due to significant amount of estimates, the obtained results are just the first attempt towards solution of the problem.

Unethical behaviour in Human Resource Management practices in South Africa: Views of Human Resource practitioners

Author(s): Barney J. Erasmus / Language(s): English Issue: 2/2018

The study on which this article reports, examined the relationship between the susceptibility of unethical behaviour in human resource (HR) practices (dependent variable) and three independent variables, namely the role of the HR function in institutionalising good business ethics, factors influencing the personal ethical behaviour of HR practitioners, and the commitment to ethical business conduct, exhibited by certain individuals and groups within organisations. A descriptive study was undertaken using an online questionnaire, and 304 HR practitioners in South Africa participated. The results indicated that employee selection, performance management and appraisal, recruitment and advertising were the areas most susceptible to unethical HR practices. The least susceptible HR areas were affirmative action, employment equity plans, employee orientation, employee socialisation, and psychometric testing. The results also showed statistically significant relationships among the independent variables and the dependent variable. Amongst others findings, a statistically significant positive relationship existed between susceptible unethical HR practices when HR practitioners are solely responsible for resolving ethical dilemmas, and a negative relationship when HR is not directly involved with resolving ethical dilemmas. The HR function has an important role and contributes to institutionalising business ethics in organisations.

YÖNETİM KADEMESİ AÇISINDAN STRATEJİK İNSAN KAYNAKLARI UYGULAMALARININ İŞLETMENİN MALİ VE BÜYÜME PERFORMANSINA ETKİSİ

Author(s): Emel Burak / Language(s): Turkish Issue: 2/2019

The purpose of this study is to investigate the effects of strategic human resources practices on the financial and growth performance of the business. The study was carried out on participants in managerial positions inbusinesses operating in the Marmara Region. In addition, an attempt to collect data was made by delivering questionnaires to the management positions of the businesses in different regions to form a more valid sampling population from the whole of Turkey. The data which were provided by 304 questionnaires obtained as a result of various stages were analyzed by SPSS program. In the analysis, it is seen that the strategic human resources practices affect the financial and growth performance of the business. The results of the research support the literature. The findings of the research were interpreted and the suggestions for managerial practices were presented in detail.

Praca nieodpłatna i rynek pracy

Author(s): Karolina Drela / Language(s): Polish Issue: 529/2018

W artykule przedstawiono analizę nieodpłatnej pracy w Polsce. Podjęto również próbę określenia najważniejszych rozwiązań, które mogą zmienić jej postrzeganie, by stała się pracą odpłatną. Wiadomo, że ma ona istotny wpływ na rynek pracy, więc znaczenie ekonomiczne nieopłaconej pracy musi być bardzo duże. Ta sama działalność może być przecież płatna, jak i nieodpłatna, w zależności od kontekstu społecznego, dlatego szczególną uwagę zwrócono na główne rodzaje pracy nieodpłatnej, co pozwoliło autorowi zaprezentować kilka rozwiązań tych problemów. Realizacja wskazanego wyżej celu badawczego jest oparta na źródłach danych zastanych. W analizie ilościowej tych danych zastosowano metodę opisową i porównawczą z uwzględnieniem danych GUS z różnych lat.

Cudzoziemcy na rynku pracy zachodniego pogranicza Polski

Author(s): Agnieszka Małkowska / Language(s): Polish Issue: 529/2018

Artykuł porusza problematykę kapitału ludzkiego w kontekście rozwoju obszarów przygranicznych. Celem badawczym pracy była charakterystyka i analiza cudzoziemców na rynku pracy wybranych regionów przygranicznych. Zakres terytorialny badań obejmował cztery województwa zachodniego pogranicza Polski, tj.: zachodniopomorskie, lubuskie, dolnośląskie i opolskie. W pracy analizowano wyłącznie aspekt zatrudniania cudzoziemców na podstawie tzw. uproszczonej procedury oświadczeniowej. Podjęcie powyższego tematu podyktowane było zaobserwowaniem nasilenia tego zjawiska w regionach położonych przy zachodniej granicy Polski. Wyniki badań przeprowadzonych w latach 2010-2017 potwierdziły prawie 15-krotny wzrost zatrudnienia cudzoziemców na polskim pograniczu zachodnim. Cudzoziemcy tylko częściowo rozwiązują problemy rynku pracy badanych regionów. Badania oparto na metodzie analizy literatury przedmiotu, desk research oraz metodzie opisu z elementami wnioskowania dedukcyjnego.

„A magam főnöke akartam lenni.” Székelyföldi vállalkozó(nö)k motivációi

Author(s): Orsolya Gergely / Language(s): Hungarian Issue: 10/2019

Középiskolások vállalkozókedve

Author(s): Botond Dániel / Language(s): Hungarian Issue: 10/2019

In our study, we examine the characteristics of high school students in a Transylvanian (Romania) micro-region – young people who plan to work as selfemployed persons or entrepreneurs in the future. In addition to the degree of entrepreneurial spirit, we wish to identify how socio-familial and educational background, lifestyle and future plans of young people with entrepreneurial plans differ from those of the majority of students. The empirical basis of the research is a survey conducted in 6 high schools of the micro-region, completed by 1098 students.

Parajdi Lepkeház

Author(s): Barna Kilyén / Language(s): Hungarian Issue: 10/2019

İNSAN KAYNAKLARI YÖNETİMİ (İKY)’NDE KÖK HÜCRE YAKLAŞIMI

Author(s): Habibe Akşit / Language(s): Turkish Issue: 5/2019

The study is conceptual and experimental. It aims to adapt a subject of biology and medical sciences as an approach to human resource management and explores which sub-functions of HRM constitute the basis for each and every sub-function in HRM, just like the stem cell feature. The aim is to ensure the efficient use of resources allocated to HRM and to create awareness for HR employees and managers, who are called HR professionals, to use the resources allocated from the budget in a way that creates leverage effect in HR. In the developed approach, the five main characteristics of the stem cell -environment, reproduction, transformation, renewal and repair- are redefined under HRM and the extent to which the sub-functions of HRM have the characteristics of stem cells is questioned. The approach was reviewed with a focus group study and after the study, the sub-function showing the stem cell feature in HRM emerged as “Business Analysis.” Later, a questionnaire was applied to HR professionals who attended to Turkey and Eurpoe’s largest HR Summit. In the questionnaire a table containing the sub-function of HRM was given and the attendees were asked to indicate the sub-functions which they thought that they had a stem cell feature. Moreover, the attendees were informed that they could mark more than one stem cell feature, leave it empty, or add new sub-functions. 8% of 700 attendees who attended the HR Summit participated in the study. As a result, it was seen that HR professionals placed training-development, selection and placement, employee loyalty practices in the first three rows as stem cells of HRM and business analysis ranked fifth. In practice, it is revealed that HR professionals prefer short-term solutions to stem-cell nutrients which will have long-lasting effect due to intensive agenda, immediate business results and needs.

RESURSELE STRATEGICE ALE ORGANIZAȚIEI SUB IMPACTUL CELEI DE-A PATRA REVOLUȚII INDUSTRIALE

Author(s): Ioana Tania Stoean / Language(s): Romanian Issue: 40/2019

The importance of business resources has changed considerably in the last decades under the empire of globalizing markets, hyper-competition, new multi-business models, trade liberalization and investments. Under the impact of the fourth industrial revolution, some resources were replaced with other resources that gradually became strategic resources.

NORMĂ LINGVISTICĂ ŞI OPINIE PUBLICĂ

Author(s): N. Grigorie Lăcrița / Language(s): Romanian Issue: 40/2019

„Only one bad law is enough to revolt an entire people.” (Greek proverb. Pythagoras. Moral and political laws). „There is nothing better for the state than well-formed laws.” (Euripide).

JOB SATISFACTION OF ACADEMIC STAFF IN THE HIGHER EDUCATION SYSTEM OF SERBIA: A PILOT STUDY

Author(s): Agneš Slavić,Julija Avakumović,Nemanja Berber / Language(s): English Issue: 4/2019

In the turbulent business environment of today, the competitiveness of all organizations is primarily based on intangible resources. Due to global competition, the permanent actualization of employee competencies is imperative for the long-term survival of organizations. The higher education system bears a special responsibility in this process, as it provides an upgrade for the development of the previously obtained competencies of future employees. Higher education is the system focused on dual core functions of knowledge creation and knowledge transmission through the processes of research and teaching (Houston et al, 2006, 17). To ensure high-level competences in future employees, it is crucial for the higher education system (teaching staff) to provide students with the latest knowledge in their field. The job satisfaction of academic staff is reflected in the quality of teaching and communicating with students (Runhaar, 2017, 646-647). The aim of this paper is to determine the level of general and partial satisfaction of teaching staff at the institutions of higher education in the Republic of Serbia. The method implemented for determining the level of satisfaction, was Spector’s Job Satisfaction Survey – JSS (Spector, 1985), in the form of an on-line questionnaire. The pilot research was conducted in December 2018 and January 2019. The sample consists of 58 respondents - teachers from higher educational institutions in the Republic of Serbia. The results of general job satisfaction survey indicate that teachers are generally ambivalently satisfied with their job, they are neither satisfied, nor dissatisfied. The results of partial satisfaction show that teaching staff is most satisfied with the nature of their job.

УТИЦАЈ ИНТЕРНЕ КОМУНИКАЦИЈЕ И ИДЕНТИФИКАЦИЈЕ ЗАПОСЛЕНИХ С ОРГАНИЗАЦИЈОМ НА МОТИВАЦИЈУ

Author(s): Vesna Milanović,Katarina Radosavljević Njegić / Language(s): Serbian Issue: 170/2019

Motivation can have a great impact on the improvement of employees and the organizational performance. Therefore, it is important to examine which factors contribute to the employees’ motivation. Previous researches in the field of organizational behavior rarely examined in which way communication affects employees’ motivation. Relying on previous empirical research, social identity theory and self-categorization theory, a model of the impact of internal communication on the employees’ motivation through their identification with the organization was formulated. The model assumes that there is a direct and positive impact of internal communication on employees’ identification with the organization, as well as the direct and positive impact of internal communication on employees’ motivation. Additionally, it assumes indirect effect of the internal communication on the employees’ motivation through their identification. Communication was observed through upward and downward communication (information) flows, and through superiors’ communication with the emphasis on listening, which all reflect the communication climate. Identification was observed through the identification of the employees with goals, mission and vision, and the culture of the organization. The level of motivation was measured as the level in which employees feel more secure, the level in which they feel that they belong to the organization, and the level of their self-confirmation. The model was tested on a sample of 144 employees in three different organizations operating in the territory of Belgrade (Republic of Serbia). The observed organizations were medium-sized firms that are operating in the field of banking, trade, and higher education. The data were collected through on-line survey. The survey was conducted in the last quarter of 2018. The statistical method used was structural equation modeling through partial squares (PLS-SEM). The results of the conducted research revealed a positive and statistically significant relationship between internal communication and the level of employees’ identification with the organization. It was also confirmed that the employees’ identification with the organization directly and positively influences the employees’ motivation. In addition, the results indicate that internal communication contributes to better employees’ motivation, and it was found that one part of this impact is accomplished directly, while the other part is accomplished indirectly, through the increase of the employees’ identification with the organization. Based on the results, recommendations to managers are proposed, as well as the guidelines for future research.

Równowaga na płaszczyźnie życie zawodowe – życie prywatne w przedsiębiorstwach rodzinnych

Author(s): Ewa Mazur-Wierzbicka / Language(s): Polish Issue: 7.3/2015

This article makes an attempt to discuss one of corporate social responsibility tools, namely the Work-Life Balance and achieve it at family owned businesses what is the main article objective. In order to meet the article objective two research tasks have been determined: describing the main aspects of WLB concept crucial to be implemented by entrepreneurs and applying such a tool by family owned businesses. The article structure was determined to meet the main objective of this article. The article is based on the literature and research carried out by the author herself.

Rola nauki w idei wsparcia przedsiębiorczości rodzinnej w Polsce

Author(s): Wojciech Popczyk / Language(s): Polish Issue: 7.3/2015

The support of entrepreneurial behaviors, creating appropriate conditions for establishing and developing businesses are key success factors in the process of building the new socio-economic order in Poland, in which the market economy rules, knowledge and other intangible resources determine progress and civilization level of the nation. Family enterprises play a substantial role in the process regarding their population, their capabilities of accumulating family financial resources for business development in the conditions of limited capital possibilities in the emerging economy as well as their distinguishing capabilities of creating valuable intangible resources. The interest in this business formula has been continually increasing in Poland since the mid nineties of the XX c. The idea of family business support brings academic communities, authorities of different levels and the very entrepreneurs together. However, in spite of the progress in enhancing knowledge on family business functioning and developing they haven’t managed to work out and accept a scientific paradigm in this matter and to create regular, common and effective system of transferring the knowledge to practice. The basic channel of the regular transfer seem to be management faculties of higher schools, obliged to adjust their curricula to the needs and expectations of the most numerous group of business entities.

Heurystyki NLP w rozwiązywaniu problemów kapitału ludzkiego

Author(s): Jolanta Jurczak / Language(s): Polish Issue: 11.1/2015

The article presents ways of solving human capital’ problems by using neurolinguistic programming (NLP). Particularly it pays attention on methods and techniques, which develop creation of mind and on the other hand which create positive postures and behaviors of people in process of solving organizational problems. Finally, the article presents examples of NLP heuristics using in manager’s work. Presented NLP heuristics allow to react on environment’s changes in proper way by increasing of human potential and generating of people and organization’s creativity and efficiency.

INTERNAL RESOURCES OF INCREASING RETAIL EFFICIENCY

Author(s): Elena KORCHAGINA,Larisa DESFONTEINES / Language(s): English Issue: 2/2019

Despite the difficult period for retail, Russian retail chains continue to develop and find new resources to improve the efficiency. The largest retail chains are expanding markets and continue to grow steadily. However, modern economic conditions place high demands on the activities of managers and staff in retail. Moreover, the unstable external environment forces the management to look for new opportunities of improving their enterprises competitiveness. An organizational culture is the important resource for improving the retail enterprise efficiency. Nevertheless, the effective organizational culture can be built only on the shared values of all staff. The article describes the results of the study of value orientations of managers and subordinates in connection with their work activity. We analyzed the "TD Intertorg" ("Narodnaya 7-ya Family") which was one of the largest food retail companies in St. Petersburg. We used the formalized survey methodology to study the value orientations of 170 employees of the company. We identified and characterized the differences in the value orientations of the administrative, retail and operational staff with high and low labor activity. Also we defined the key values for the creation of the organizational culture that increases the efficiency of the personnel of the retail company. We offered the mechanism of development organizational culture for the trade enterprise on the basis of values compatibility of the managers and subordinates. The results help us to optimize business communication process and improve the efficiency of the retail enterprise.