U radu je ispitivan odnos dozivljaja organizacijske pravednosti, ugleda organizacije, identifikaci es organizaci om i radne angaziranosti. Podaci su prikupl eni upitnickim mjerama na prigodnom uzorku ...zaposlenika Rezultati strukturnoga modeliranja pokazuju kako se zaposlenici u vecoj mjeri identificiraju s organizacijom ako ju dozivljavaju pravednom i uglednom pa su stoga i angaziraniji u radu. Pravednost i ugled oblikuju pozitivne dozivljaje organizacije, zadovoljavaju potrebu za razvojem pozitivne slike o sebi te tako vode poistovjecivanju s organizacijom, a posredno i vecoj radnoj angaziranosti zaposlenika. Osim teorijskog doprinosa, nalazi ovoga rada mogu se koristiti i u planiranju organizacijskoga razvoja. Kljucne rijeci: organizacijska pravednost, dozivljaj ugleda organizacije, identifikaci a s organizacijom, radna angaziranost 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. Keywords: organizational justice, perceived external prestige, organizational identification, work engagement
Tema je ovog broja Društvenih istraživanja Suvremeni izazovi psihologije rada i organizacijske psihologije. Pod istim je naslovom potkraj 2013. godine u Zagrebu održana 21. godišnja konferencija ...hrvatskih psihologa. Neki od pozvanih predavača i autora koji su svojim priopćenjima sudjelovali na toj konferenciji rezultate svojih recentnih
istraživanja objavljuju u ovom posebnom broju.
This study aims to verify whether certain entrepreneurial characteristics, like entrepreneurial potential and entrepreneurial propensity, affect the level of entrepreneurial self-efficacy and ...desirability of entrepreneurship, and further have direct and indirect effect on entrepreneurial intentions. Furthermore, this study seeks to compare the strength of the relationship between these variables among groups of students who receive some entrepreneurship education and students outside the business sphere. Data was collected from a sample of undergraduate students of business and non-business orientation and analyzed with multi-group analysis within SEM. Results of the multi-group analysis indicate that indeed, the strength of the relationship among tested variables is more pronounced when it comes to business students. That is, mediating effect of perceived entrepreneurial self-efficacy and desirability of entrepreneurship in the relationship between entrepreneurial characteristics and intent, is significantly stronger for the business-oriented groups, in comparison to non-business orientation group. The amount of explained variance of all constructs (except entrepreneurial propensity) is also larger in business students in comparison to non-business students. Educational implications of obtained results are discussed.
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.
Ovim su radom provjereni interakcijski učinci pravednosti
rukovoditelja i organizacijske pravednosti na ishode
usmjerene na rukovoditelja (zadovoljstvo rukovodstvom i
povjerenje u rukovodstvo) i ...organizaciju (percipirano
ispunjenje psihološkog ugovora i odgovorna organizacijska
ponašanja). Rezultati polinomne regresije i metode odzivne
površine potvrđuju da su pozitivni interakcijski učinci izvora
pravednosti na sve mjerene ishode najizraženiji u situaciji
kada zaposlenici percipiraju tretman od obaju izvora
pravednim. Ipak, učinci stupnja i smjera neusklađenosti
variraju, ovisno o mjerenom ishodu i vrsti pravednosti. Ako
se jedan izvor percipira pravednim, a drugi nepravednim, to
najčešće rezultira negativnijim ishodima u odnosu na
situaciju kada su oba izvora percipirana nepravednim,
neovisno o sličnosti izvora i mete. Dobiveni rezultati
naglašavaju potrebu za povećanjem usklađenosti
organizacijskih sustava i aktivnosti rukovoditelja u procesima
upravljanja ljudskim potencijalima.
Examines styles of handling interpersonal conflict with a marital partner & a work colleague of 307 employed individuals in Rijeka, Croatia, via questionnaire. Results show a certain level of ...stability in handling interpersonal conflicts in both types of interactions. In the interaction with a partner, integrating proved to be the most frequently used style followed by obliging, avoiding, & dominating, while in interaction with a colleague, the order is reversed for avoiding & obliging. Further, avoiding is significantly more frequently used in interaction with a colleague than with a partner, while for the other styles, no differences were found. The differences obtained in the use of various styles for handling interpersonal conflicts with regard to gender, age, & educational level of subjects are discussed. 1 Table, 8 Figures, 23 References. Adapted from the source document.
Self-concept & social-support scales completed by 91 employed women in Zagreb & Rijeka, Croatia, are used to investigate the predictors of job & family involvement, ie, self-concept variables, social ...support, coping strategies, job & marital satisfaction, conflict measures, & demographic variables. Analysis shows that lower scores on avoidance coping & femininity & higher scores on problem-focused coping contribute significantly to the prediction of job involvement, while femininity, number of children, & emotion-focused coping are statistically significant positive predictors of family involvement. A latent structure of all measured variables is also examined. Implications for future research are discussed. 3 Tables, 48 References. Adapted from the source document.
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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