Artykuł ma charakter teoretyczny. Zaprezentowano w nim wybrane koncepcje kultury organizacyjnej oraz cyfryzacji, wskazując powiązania między nimi. W ciągu lat badaczom nie udało się sporządzić ani ...powszechnie akceptowanej definicji kultury organizacyjnej, ani cyfryzacji, których zastosowanie stanowiłoby narzędzie wspierające menedżera w jego trudnej pracy, a jednocześnie wpływające na zachowania i emocje pracowników. O efektywności wdrażania cyfryzacji przez menedżera, w tym zastosowanych narzędzi i metod, z pewnością decyduje poziom jego kompetencji, ale także kształt i specyfika środowiska pracy, której najbardziej wyraźnym przejawem jest kultura organizacyjna panująca w organizacji. Nabiera ona szczególnego znaczenia w procesie optymalizacji skuteczności zarządzania współczesną organizacją, o czym starają się przekonać autorki niniejszego opracowania, przeznaczonego zarówno dla teoretyków, jak i dla praktyków zarządzania.
The article is theoretical. It presents selected concepts of organizational culture and digitization, indicating the links between them. Over the years, researchers have failed to draw up a commonly ...accepted definition of organizational culture or digitization, the use of which would be a tool supporting the manager in his difficult work, and at the same time influencing the behavior and emotions of employees. The effectiveness of the implementation of digitization by the manager, including the tools and methods used, is certainly determined by the level of his competence, but also by the shape and specificity of the work environment, the most clear manifestation of which is the organizational culture prevailing in the organization. The organizational culture in an organization is therefore of particular importance in the process of optimizing the effectiveness of management in a modern organization, which the authors of this study, intended for both management theoreticians and practitioners, try to convince.
Originality/Value: The added value of the article can be considered in the following three aspects: theoretical and cognitive, which includes identification and analysis of the components of the ...pro-effectiveness model of the organizational climate; methodological, which includes development of an original concept of the pro-effectiveness model of the organizational climate; pragmatic, which includes formulation of recommendations on the use of the pro-effectiveness model of the organizational climate as a tool for optimizing effectiveness of management in the organization.
Objective: The article verifies the pro-efficiency model of organisational climate and presents the results of an analysis of the relationship between its parameters, assuming the employee’s age as a ...moderating variable. Research Design & Methods: Literature studies and empirical research using both quantitative and qualitative methods were done. Findings: The empirical research shows a correlation between the age of employees and their perception of the components of a pro-efficiency organisational climate. Implications/Recommendations: The components of the organisational climate highlighted
in the model are correlated with selected parameters for the assessment of organisational effectiveness, and people of different ages perceive them differently.
Originality value: A category of special importance in the context of the conducted deliberations is attributed to the respondent's gender, identified as a factor determining perception of the ...relationship explored by the authors.
Work is the main part of an adult's life. It significantly influences people's ideas and views, shapes their attitudes and life aspirations. For some, it becomes just a means of livelihood. For ...others, it is a way of expressing and making their personality real. Work shapes the way people perceive, think and behave. Its place in the employee’s value system has a significant impact on their attitude: activity, mediocrity, passivity or negation.
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