The aim of this empirical research is to verify the contribution of entrepreneurial tendencies and abilities, perceived entrepreneurial self-efficacy and desirability of entrepreneurship to the ...entrepreneurial intentions. This model was generated according to the framework of the Theory of planned behavior and Model of the entrepreneurial event. Data was collected from a sample of undergraduate students of economics and analyzed with SEM. The results show that the self-assessment of entrepreneurial tendencies and abilities is positively associated with the perceptions of entrepreneurial self-efficacy and desirability of entrepreneurship, which also contributes positively to explanation of entrepreneurial intentions. In addition, it was found that entrepreneurial tendencies and abilities influence entrepreneurial intentions only indirectly, through entrepreneurial self-efficacy and desirability of entrepreneurship. Finally, entrepreneurial tendencies and abilities, entrepreneurial self-efficacy and desirability of entrepreneurship together, explain most of the variance of the entrepreneurial intentions. Educational implications of obtained results are being discussed. PUBLICATION ABSTRACT
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This paper examines the relationship between perceived organizational justice, external prestige, organizational identification and work engagement. Data were collected by questionnaire, using a ...convenient sampling method. The results of structural equation modeling show that employees are more likely to identify with the organization if they perceive it as fair and prestigious, and are therefore more engaged at work. Perceived organizational justice and external prestige shape positive experiences of the organization and meet the employee’s need for the development of a positive self-image, thus leading to identification of the individuals with the organization and, indirectly, to a greater employee engagement. In addition to the theoretical contribution, this study's findings can also be used in organizational development interventions planning.
Uz temu Sušanj, Zoran
Društvena istraživanja,
2014, Volume:
23, Issue:
4
Journal Article
Peer reviewed
Open access
This issue of Društvena istraživanja is dedicated to Contemporary Challenges in Work and Organisational Psychology, the topic of the 21st Annual Conference of Croatian Psychologists held in Zagreb in ...late 2013; some of the conference’s invited speakers and paper authors share the results of their recent research in this special issue.
Psychological empowerment refers to the degree in which an employee feels that he controls events in the organization. This construct is studied on a group level as well, as a team members’ common ...experience. Team empowerment is a multidimensional construct that includes the collective belief about freedom, independence and discretion in decision-making (autonomy), teams’ effectiveness (potency), the importance and value of teams’ work (meaningfulness), and the contribution of the teams’ work to organizational performance (impact). Organizations are interested in empowering individuals and teams because empowerment relates to positive work outcomes. Justice climate, as an important component of the overall experience of the working environment, greatly determines psychological empowerment. The aim of this study is to verify the interactive effects of organizational, supervisory and peer justice climate on teams’ psychological empowerment. We analyzed data collected from 196 work teams from different organizations. Results of polynomial regression combined with response surface methodology show that with the increase of the level of congruence between multi-foci justice climates, teams’ psychological empowerment increases as well. Misalignment between different sources of justice climate, a situation in which one source is fair while the other is unfair, does not affect the team members’ joint perception of psychological empowerment. As long as the team perceives one source of justice as fair, the teams’ psychological empowerment is high, regardless of the injustice of another source. Although the cross- sectional study design does not allow inferring causality, the theoretical implications of the results for the application of the congruence theory in the organizational context in understanding the effects of (mis)alignment between different sources of justice climate, as well as the practical applicability of the results in human resource management, are discussed. Keywords: teams’ psychological empowerment, multi-foci justice climate
U dosadašnjim je istraživanjima organizacijska pravednost konceptualizirana i operacionalizirana na različite načine, a korištene mjere često ne uzimaju u obzir različite izvore doživljene ...pravednosti. Svrha je ovoga rada provjeriti dimenzionalnost konstrukta pravednosti u organizacijskom kontekstu. Konstruiran je novi upitnik za mjerenje pravednosti na hrvatskom jeziku namijenjen mjerenju triju njezinih dimenzija (distributivne, proceduralne i interakcijske) uzimajući u obzir i izvor percipirane pravednosti (neposredni rukovoditelj i organizacija u cjelini). Rezultati pružaju potvrdu visoke pouzdanosti te sadržajne i konstruktne valjanosti upitnika pravednosti rukovoditelja i pravednosti organizacije. Pokazatelji su konvergentne valjanosti bolji u odnosu na pokazatelje diskriminativne valjanosti upitnika, što ponovno nameće pitanje opravdanosti konceptualnog razlikovanja proceduralne i interakcijske pravednosti.
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This study was conducted to explore the relationship between different leadership styles and organizational commitment. Furthermore, it attempts to clarify the role of justice perceptions and job ...satisfaction as mediators of the relationship between (active and passive/avoiding) leadership styles and organizational commitment. The structural equations modeling was used to analyze data collected from a sample of participants recruited from different organizations. The results have indicated that perceived supervisors active leadership styles are positively linked, and have both, direct and indirect effects on employees' organizational commitment. Perceived passive/avoiding leadership styles do not have any effect on organizational justice, job satisfaction and organizational commitment. Employees' job satisfaction depends directly on the level of organizational justice being perceived by the employees. Job satisfaction also significantly contributes to organizational commitment. Implications of the results concerning job and organizational attitudes are discussed, and suggestions for managing human resources are given.
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This study was conducted to explore the relationship between personal and organizational values (P-O fit), work engagement, and different attitudinal and behavioral outcomes in hotel employees. More ...precisely, it attempts to clarify the role of work engagement as a mediator between the congruence of personal and organizational values and organizational commitment, intention to stay, and employee advocacy. Path analysis was used on the data collected from a large sample of participants recruited from different hotel organizations in Croatia to test the proposed model. The results have indicated that P-O fit has positive, direct, and indirect effects on employees’ organizational commitment, intention to stay, and readiness of employees to recommend their organization to customers, friends, and family. Work engagement directly depends on the level of P-O fit and significantly contributes to all the above-mentioned outcomes as well. This paper discusses the implications of the results concerning the importance of value congruence for the job and organizational attitudes and behaviors and provides suggestions for managing human resources through the processes and systems designed for retaining and motivating employees in tourism and hospitality industry.
In the last decade there has been a growing emphasis on the role of pro-innovative climate and culture in organizational adaptiveness and overall company success. In spite of the growing interest ...among scholars and practitioners, there is a lack of cross-national studies that explore innovative climate and culture differences. The present study is an attempt to examine the content of the differences in innovative climate and culture in various European countries. A questionnaire for measuring several organizational climate and culture orientations was used. In the present article, only items from the climate and culture innovation scales are analysed. Data were gathered - in the context of the international FOCUS (First Organizational Climate/Culture Unified Survey) project - from 21 manufacturing organizations in 11 European countries. Discriminant function analysis was used to discover which climate and culture innovation items are the best predictors of differentiation between countries. The results show that the countries from Central and Eastern Europe have a relatively distinct position from the countries with a longer market economy tradition. Some methodological problems of this study, as well as the implications of the results for organizational change and development, are discussed.
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