Avtorji v članku obravnavajo slovensko imigracijo v argentinsko Cordobo v 20. Stoletju ter razvoj pod takratno mutualistično paradigmo ustanovljenih institucij. Predstavijo študijo odnosa med ...organizacijsko kulturo ter notranjo komunikacijo Slovenskega podpornega društva iz Cordobe, leta 1940 ustanovljenega iz želje po etničnem mutualizmu s ciljem ohranitve slovenske identitete. Diagnoza odnosov je pokazala vpliv političnih sprememb na doseganje korporativnih ciljev. Odnos med podsistemi je vzpostavil močno, a hkrati konservativno ter disfunkcionalno organizacijsko kulturo.
ilj rada je utvrditi organizacijsku strukturu i organizacijsku kulturu uspješnog građevinskog poduzeća s područja Bosne i Hercegovine. Također, rad pruža uvid u njihovu međuovisnost i utjecaj koji ...imaju na cjelokupno poslovanje poduzeća. Anketnim upitnikom ispitane su glavne dimenzije organizacijske strukture: centralizacija, formalizacija, specijalizacija i standardizacija. Organizacijska kultura ispitana je pomoću instrumenta za procjenu organizacijske kulture, predstavljenog od strane Camerona i Quinna (OCAI), te učinkovitost poslovanja pomoću ključnih pokazatelja izvršenja, predstavljenih od strane Nortona i Kaplana: financijski pokazatelji, klijenti, unutarnji poslovni procesi i inovacije i učenje. Nakon što je potvrđena pouzdanost korištenih mjernih ljestvica izračunom Cronbach alfa koeficijenta, indeksom relativne važnosti - RII utvrđeno je koje dimenzije organizacijske strukture i kulture, te koji pokazatelji učinkovitosti imaju najveći utjecaj na oblikovanje poslovnog sustava poduzeća. Prema subjektivnom mišljenju djelatnika u istraživačkom uzorku, poduzeće može okarakterizirati kao hijerarhijsko, visoko formalizirano i strukturirano te orijentirano prema klijentima.
The problem of a healthcare workforce shortage is present on a global scale, as evidenced by the World Health Organization's estimate that by 2035, there will be a global deficit of 12.9 million ...healthcare workers (Campbell et al., 2013). Previous research indicates that the emigration of highly qualified professionals is relatively under-researched within the Croatian scientific community. Some studies have focused on surveys among student populations and their inclinations towards emigration as a form of potential emigration (Golub, 2003; Šverko, 2005; Mlikota and Prelas Kovačević, 2013; Bojanić, Bojanić and Likić, 2015; Mrkonjić et al., 2019; Troskot, Prsaklo and Šimić Banović, 2019; Šlibar, Oreški and Klačmer Čalopa, 2023). According to existing research, the most common reasons contributing to the inclination to-wards migration among healthcare workers in Croatia include issues in the organisation of the healthcare system and working conditions, low financial compensation, issues in the education and specialisation process, nepotism and political favouritism in the healthcare system, as well as the general political climate in society. This study is part of the first author's research for her doctoral dissertation on the topic “Key Factors in the Emigration of Healthcare Workers from the Republic of Croatia.” The general aim of this research was to map the relevant reasons for the emigration of healthcare workers from Croatia from their perspective and based on their statements, and to identify the key reasons for emigration, i.e., those that prevail in the decision-making process regarding emigration. The research questions were defined as follows: What are all the factors that influenced the decision of emigrated physicians to leave Croatia? Which of these factors are more important than others, i.e., prevail in decision-making? How can we explain the differences in the importance of these factors? The research was conducted using qualitative methodology as the optimal framework considering the research topic. The study included 45 healthcare workers, both emigrated and non-emigrated. We interviewed members of the two largest groups of healthcare workers, nurses/medical technicians and physicians, but in this paper, we present preliminary results obtained from one of the researched subsamples: emigrated physicians. Some of the results presented here were obtained from research on a sample from the population of physicians who emigrated from Croatia, constituting a subsample of the total sample of emigrated healthcare workers, with a total of 18 interviews conducted (13 women, and 5 men). The research was initiated in September 2021 and completed in February 2023, with all interviews conducted online due to the pandemic context. Regarding the method of data analysis and processing, we opted for a thematic analysis approach, specifically a variant of thematic analysis developed by King (2004), called pattern analysis. We argue that this approach is particularly suitable for studies aimed at comparing different perspectives of actors in a phenomenon within a specific context. Through the process of inductive and deductive thematic analysis and in accordance with the initial theoretical-conceptual framework of this research, we established three main themes that describe and encompass important groups of reasons for the emigration of physicians from Croatia: 1. Professional aspirations of physicians. This type of motivation represents a key or significant reason for the decision to emigrate, or it is indirectly related to that decision. It may involve a desire for training that is not offered in Croatia at all, or if it is, the quality of education is perceived as inadequate, i.e., some physicians strive for higher-quality education. Physicians who want to educate themselves and/or specialise in narrowly specialised areas can only acquire their knowledge in countries with larger healthcare systems. Furthermore, reasons related to the possibility of obtaining the desired specialisation are mentioned, as well as the perception of fairness in the competition process, i.e., the perception of corruption and nepotism in these processes. 2. Organisational context of the Croatian healthcare system. This theme is crucial when discussing the reasons for the emigration of physicians from Croatia. Emigrated physicians uniformly express a high degree of dissatisfaction with various aspects of working in the Croatian public healthcare system, and in the vast majority of cases, they cite this as the key reason for deciding to emigrate. These aspects include interpersonal relationships (along with the theme of mobbing), overtime work and excessive workloads, high levels of politicisation of the profession (including the themes of corruption and nepotism in the healthcare system), and management of the healthcare system (at both higher and lower levels) along with the related theme of the system’s structure and organisation. 3. General/broader social context. The theme of quality of life did not emerge as one of the decisive reasons for emigration, but the theme of the broader social context, i.e., the perception of the general socio-political atmosphere in Croatia, appeared important for some physicians, and for a smaller number, as one of the decisive reasons for emigration. We believe this broader context is associated by interlocutors with the context of working in the healthcare system. The politicisation of the profession/ system and the phenomenon of corruption and nepotism in the system are recognised as part of the broader socio-political context in which corruption and nepotism are important features of the general socio-political climate. We contend that, for a small portion of interviewed physicians, the inability to realise their professional aspirations in Croatia is an important push factor for emigration. However, we believe that our research provides grounds to conclude that this concerns a very small number of physicians, and that the phenomenon of emigration would not represent any burden to the healthcare system if other important push factors were not present. The organisational context of the public healthcare system, i.e., various aspects of the experience of working in that system, takes precedence in our analysis in terms of key push factors for emigration. In this group of reasons, there is no simple answer, as the aspects of this issue are multiple and intertwined. A large portion of emigrated physicians speak of poor interpersonal relationships as one of the most important reasons for emigration. This theme is often associated in their statements with the theme of excessive politicisation of the profession, forming opposing groups (“us/our” and “them/theirs”), which directly harms cooperation. In the context of the theme of interpersonal relationships, we notice that there are two types of mobbing, individual cases of abuse of power, and systemic mobbing, where the system accepts and legitimises it to some extent since there are no sanctions for instances of abuse. We recognise the second type mostly in relation to younger physicians, especially specialists, in the undermining of work standards and norms manifested in the frequency of overtime work, overloading with work tasks, and problems in interpersonal relationships and in managing work organisation. We also observed a specific type of systemic mobbing characterised by gender-discriminatory abusive behaviour and the use of positions of power within the system for inappropriate and disturbing practices by superiors towards staff. The overall picture we describe points to an organisational climate that tolerates, or even encourages, but most importantly conceals problems in its functioning. These issues are addressed inadequately or not at all, and there are no adequate mechanisms for sanctioning (or they exist but are not applied, and when they are, they often have little real effect for the victim). Other possible factors contributing to emigration were mentioned, such as individual and family reasons that facilitate decision-making about migration and most often increase the likelihood of emigration. In addition, factors include active recruitment by foreign agencies, changes in regulatory frameworks that facilitate mobility, recognition and evaluation of qualifications, perception of favourable conditions for immigration and integration at the destination, better opportunities for the education of children, desire for change and openness to new experiences, among others. The limitations of this research relate to the predominant focus on the physicians’ reminiscences of reasons for emigration, which may sometimes be post-hoc rationalisations of their decisions. Another limitation concerns the method of conducting interviews, which, although initially planned to be face-to-face, were ultimately conducted remotely and virtually due to the circumstances of the global COVID-19 pandemic. From the presented results, we can conclude that the emigration of physicians from Croatia is shaped by numerous interconnected factors. Without investment in education and training, and the retention of the medical workforce, there is a risk of potential degradation in treatment standards due to a shortage of necessary professionals. Therefore, research on the emigration of physicians is relevant for various national stakeholders involved in the creation and implementation of public policies, especially healthcare, migration, and educational policies related to healthcare worker education and specialisation, among others.
U radu se daje pregled literature koja prikazuje rezultate istraživanja o utjecaju pojedinih tipova organizacijske kulture na dijeljenje znanja u poduzećima. Istraživanje je obuhvatilo 17 znanstvenih ...radova iz citatnih baza Web of Science i Scopus, a koji su pružili raznolike dokaze o utjecaju pojedinih tipova kulture na različite dimenzije i vrste dijeljenja znanja. U analizi je naglasak stavljen na tipologiju utemeljenu na Modelu suparničkih vrijednosti, budući da ona predstavlja teorijsku podlogu za proučavanje utjecaja organizacijske kulture na dijeljenje znanja u većini dostupnih studija. Pokazalo se kako klanski tip organizacijske kulture najviše pogoduje dijeljenju znanja u poduzećima, zatim adhokratski tip, dok tržišni tip ima negativan utjecaj. Za hijerarhijski tip kulture rezultati su poprilično nekonzistentni i potrebna su dodatna istraživanja. Implikacije navedenih rezultata za praktičare ovim su jasne. Poduzeća koja žele poticati dijeljenje znanja među svojim zaposlenicima trebala bi njegovati vrijednosti kao što su timski rad, prijateljsko ozračje, međusobno povjerenje i odanost organizaciji, jer su to glavne karakteristike klanskog tipa kulture. U raspravi su, nakon analize rezultata, ponuđene neke smjernice za buduća istraživanja.
The paper presents a review of literature resources that studied the effects of certain types oforganizational culture on the knowledge sharing behaviour in companies. The research included 17scientific papers from Web of Science and Scopus citation databases, that presented various evidenceof impact of certain types of culture on different dimensions and types of knowledge sharing. Emphasisis placed on a typology based on Competing Values Framework, since it provides a theoretical basisfor studying the impact of organizational culture on knowledge sharing in most available studies. Ithas been shown that the clan culture is most conducive to knowledge sharing in companies, followedby the adhocracy type, while the market type has a negative impact. For the hierarchy type, theresults are quite inconsistent and additional research is needed. Implications of results referred forpractitioners are clear. Companies that want to encourage knowledge sharing among their employeesshould nurture values such as teamwork, friendly atmosphere, mutual trust and organizationalcommitment, as these are the main characteristics of a clan type culture. Following the analysis of theresults, directions for future research have been suggested in the discussion section.
Vrijednosti su usmjeravajuća načela koja se usvajaju primarnom socijalizacijom u ranom djetinjstvu unutar obitelji. Teorijska rasprava o odgoju i obrazovanju uključuje promišljanja o ljudskim ...vrijednostima, kulturi društva kao i o organizacijskoj kulturi ustanova u kojima se odvija odgoj i obrazovanje. Odgojno-obrazovni djelatnici koji izravno rade s djecom, učenicima i studentima utječu na oblikovanje njihovih vrijednosti te sukreiraju kulturu ustanove. Cilj istraživanja bio je utvrditi: vrijednosne tipove i kategorije viših vrijednosti (vlastito odricanje, vlastiti probitak, otvorenost za promjene, zadržavanje tradicionalnih vrijednosti) odgojno-obrazovnih djelatnika; razlike u vrijednosnim tipovima i kategorijama viših vrijednosti s obzirom na demografske karakteristike te korelaciju kategorija viših vrijednosti i dimenzija organizacijske kulture. U istraživanju je sudjelovalo 715 ispitanika. Rezultati su pokazali da se odgojno-obrazovni djelatnici1 razlikuju u vrijednosnim tipovima, ali dijele iste više vrijednosti. Žene i muškarci razlikuju se u procjeni viših vrijednosti, mlađi odgojno-obrazovni djelatnici važnijom procjenjuju otvorenost za promjene od starijih kolega te postoji pozitivna korelacija dimenzija organizacijske kulture i kategorija viših vrijednosti.
Values are guiding principles adopted by primary socialization in early childhood within the family. Theoretical discussion on education includes reflections on human values, the culture of society as well as the organizational culture of the institutions in which education takes place. Educational workers working directly with children, pupils and students influence the shaping of their values and create the culture of the institution. The aim of the research was to determine: value types and categories of higher values (self-transcendence, self-enhancement, openness to change, conservation) of educational workers; differences in value types and categories of higher values with regard to demographic characteristics and the correlation of categories of higher values and dimensions of organizational culture. Total of 715 respondents participated in the research. The results showed that educators differ in value types but share the same higher values. Women and men differ in their assessment of higher values, younger educators assess openness to change more importantly than older colleagues, and there is a positive correlation between the dimensions of organizational culture and higher value categories.
Uvod: V operativni dejavnosti heterogena skupina strokovnjakov z različnimi osebnostmi in vrednostnimi sistemi, značilnimi za vsako profesijo, deli odgovornost do enega pacienta, kar lahko sproži ...napetost v odnosih in se stopnjuje v nasilje. Namen raziskave je bil prikazati razširjenost tega fenomena ter opredeliti z njim povezane dejavnike in posledice. Metode: Izvedena je bila sistematična iskalna strategija v bazah podatkov CINAHL, Medline, Academic Search Elite, ProQuest in COBIB.SI z datumom objave od januarja 2008 do vključno decembra 2017. Uporabljeni so bili iskalni pojmi v angleščini aggressive behavior, disruptive behavior, operating room, perioperative, violence, verbal abuse, bullying, surgeon in v slovenščini zdravstvena nega, nasilje. Podanih je bilo 735 zadetkov, glede na naslov in izvleček smo za ustrezne določili 68 virov, po vsebinskem pregledu smo jih izločili še 47. Rezultati: Zaključki pregleda literature so temeljili na 22 referencah. Oblikovanih je bilo 6 kategorij: (1) povzročitelji in nivoji nasilja, (2) vrste (tipi) nasilja, (3) neposredni vzroki za pojav nasilja v operacijski dvorani, (4) dejavniki, povezani s pojavom in prepoznavnostjo nasilja, (5) posledice nasilja ter (6) individualni in sistemski organizacijski ukrepi za obvladovanje posledic nasilja. Diskusija in zaključek: Najpogostejši izvajalci nasilja v operativni dejavnosti so kirurgi in zaposleni v operacijski zdravstveni negi, najpogostejši vzroki pa hierarhija, nepredvidljive situacije, kadrovski in materialni deficit, medosebni odnosi, delovna obremenitev, organizacijska kultura. Izkazuje se potreba po tovrstni reprezentativni raziskavi v Sloveniji.
An effective leadership is critical to the development of a safety culture within an organization. With this study, the authors wanted to assess the self-perceived level of safety culture among the ...employees with a leadership function in the Ljubljana Community Health Centre.
This was a cross-sectional study in the largest community health centre in Slovenia. We sent an invitation to all employees with a leadership role (N=211). The Slovenian version of the SAQ - Short Form as a measurement of a safety culture was used. The data on demographic characteristics (gender, age, role, work experience, working hours, and location of work) were also collected. An electronic survey was used.
The final sample consisted of 154 (69.7%) participants, out of which 136 (88.3%) were women. The mean age and standard deviation of the sample was 46.2±10.5 years. The average scores for the safety culture domains on a scale from 1 to 5 were 4.1±0.6 for Teamwork Climate, Safety Climate, and Working Conditions and Satisfaction, 3.7±0.5 for Perception of Management, 3.6±0.4 for Communication, and 3.5±0.6 for Stress Recognition.
The safety culture among leaders in primary healthcare organizations in Slovenia is perceived as positive. There is also a strong organizational culture. Certain improvements are needed, especially in the field of communication and stress recognition with regards to safety culture.
Cilj rada bio je istražiti povezanost organizacijske kulture i poslovne uspješnosti poduzeća. Za potrebe istraživanja organizacijska kultura je diferencirana prema tipologiji utemeljenoj na Modelu ...suparničkih vrijednosti. Empirijsko istraživanje je provedeno u 21 srednjem i velikom poduzeću ICT sektora hrvatskog gospodarstva. U tim je poduzećima ispitano ukupno 647 ispitanika. Rezultati istraživanja pokazali su da je organizacijska kultura bitna odrednica identiteta i sposobnosti srednjih i velikih poduzeća, pošto se pokazalo kako postoji statistički značajna razlika u poslovnoj uspješnosti poduzeća s obzirom na njihov dominantan tip organizacijske kulture. Dodatno, nađeno je da su poduzeća s dominantnim hijerarhijskim tipom organizacijske kulture statistički značajno manje poslovno uspješna od svih ostalih srednjih i velikih poduzeća istraživanog sektora. Iako se pretpostavljalo da će poduzeća s dominantnim tržišnim tipom organizacijske kulture biti poslovno najuspješnija u svom sektoru, istraživanje je pokazalo da su to poduzeća s dominantnim adhokratskim tipom organizacijske kulture. Implikacije navedenih rezultata ovim su jasne. Poduzeća koja teže biti poslovno uspješnija trebala bi biti eksterno orijentirana i fleksibilna u svojem poslovanju.
Research in cognitive science over the last 30 years shows much of what we know about culture in the business world is based on myth, wishful thinking, outdated science, or is just plain wrong. This ...is why culture shaping and change programs in organizations often amount to little more than sloganeering with minimal impact on the lived experience of employees.
This book bridges the gap between the latest research on cognitive science and culture, providing a valuable guide for change leaders, CEOs, and practitioners on how to sustainably work with and change this important resource. It answers many of the major questions that have plagued culture work, such as:
Why so many CEOs and management consultants preach culture change when so few culture interventions actually succeed
Why CEOs persist in believing "culture starts at the top" when virtually no research in anthropology supports that claim
Why most culture shaping approaches have no answer for how to effect culture in global companies
Why culture doesn't cause us to do anything, yet we persist in believing that somehow it does
Why so many culture-shaping projects focus on corporate values despite the fact modern science shows why changing personal values is exceedingly difficult
What we are learning about culture from the last 30 years of cognitive science gives us the foundation for far more impactful and sustainable interventions than have been possible to date. This book explains why, showing how everyday business practices well beyond HR are key to culture change. Why? Because the brain's synaptic plasticity can only be altered through new, sustained and widespread organizational habits and routines. This groundbreaking, practical guide will show you finally how to realize the full power of culture as a transformational, empowering and competitive resource.
Radni uvjeti, radni okoliš i sam način rada znatno utječu na zdravlje. Danas je relativno malo poslova definirano tjelesnim zahtjevima, a puno više mentalnima i emocionalnima, pri čemu psihosocijalni ...rizici postaju značajni. Uz brojne pozitivne utjecaje rada na zdravlje i blagostanje, mnogi su radnici izloženi i opasnostima, štetnostima te ergonomskim i psihološkim naprezanjima. Stanje mentalnog zdravlja zaposlenog omogućava razvijanje u emocionalnom, intelektualnom i socijalnom pogledu te ima odlučujuće učinke na radnu sposobnost, zahvaćajući ne samo način i ishode njegova rada nego i ishode poslovanja tvrtke ili ustanove, određujući njenu kompetitivnost na tržištu. Unatoč dobroj organiziranosti upravnih tijela tvrtke, što umanjuje stres na radu, neformalni društveni procesi utječu (pozitivno ili negativno) na koheziju unutar radnih jedinica i na osjećaj povezanosti radnika i organizacije. Kultura sigurnosti neke organizacije rezultat je individualnih i grupnih vrijednosti, stavova, kompetencija i oblika ponašanja. To, pak, određuje odlučnost i način vođenja programa za očuvanje zdravlja i za sigurnost u organizaciji. Značajke organizacija koje imaju pozitivnu kulturu sigurnosti su zajednička percepcija važnosti sigurnosti te pouzdanost u preventivne mjere. Rad koji omogućuje autonomiju, kontrolu nad svojim radnim zaduženjima, razumne tjelesne i psihološke zahtjeve te sigurnost od iznenadnih otkaza dovode do većeg zadovoljstva radnika i smanjuju stres na radnome mjestu. Danas se sve više ističe važnost različitosti na radnome mjestu. Potrebno je istaknuti kako je upravo osnaživanje zaposlenika jedan od najvažnijih načina očuvanja psihosocijalnog zdravlja