The relationship between sustainability-oriented innovation practices and organizational performance: empirical evidence from Slovenian organizations
Matjaž Maletič, Damjan Maletič, Jens J Dahlgaard, Su Mi Dahlgaard-Park, Boštjan Gomišček
Impacts of the Implementation of a Project Management Information System – a Case Study of a Small R&D Company
Mirjana Kljajić Borštnar, Andreja Pucihar
The Transfer of Knowledge in Intra-Organizational Networks: A Case Study Analysis
Włodzimierz Sroka, Joanna Cygler, Bożena Gajdzik
Work-life Balance by Area, Actual Situation and Expectations – the Overlapping Opinions of Employers and Employees in Slovenia
Tatjana Kozjek, Nina Tomaževič, Janez Stare
Shaping of Competencies of Managers in Academic Incubators of Entrepreneurship in Poland
Joanna Kurowska-Pysz
Training Needs Assessment for Leaders in Nursing Based on Comparison of Competency Models
Andreja Kvas, Janko Seljak, Janez Stare
The relationship between sustainability-oriented innovation practices and organizational performance: empirical evidence from Slovenian organizations
Matjaž Maletič
University of Maribor, Faculty of Organizational Sciences
Damjan Maletič
University of Maribor, Faculty of Organizational Sciences
Jens J Dahlgaard
Linköping University, Department of Management and Engineering
Su Mi Dahlgaard-Park
Lund University, Department of Service Management
Boštjan Gomišček
University of Maribor, Faculty of Organizational Sciences
Abstract
Background/Purpose: The purpose of this paper is to empirically analyse the effects of sustainability-oriented innovation practices on the overall organizational performance. Further, this paper also aims to advance understanding of the measurement of corporate sustainability practices with the focus on innovation dimensions.
Design/Methodology/Approach – The study uses data obtained from a survey of 116 organizations encompassing both the manufacturing and service industries in Slovenia. Descriptive statistics were used in order to determine the level of sustainability-oriented innovation practices deployment. Exploratory factor analysis was applied to extract the underlying factors and to provide a basis for assessing their reliability and validity. In addition, regression analysis was used to quantify the effect of sustainability practices on the organizational performance.
Results – Data analysis result showed that sustainability-oriented innovation practices are significantly associated with organizational performance. Therefore, empirical evidence from this research confirmed the premise that building innovation competencies and integrating innovation activities in organization’s processes lead to performance benefits. This contributes to the debate about the potential for organizations to be sustainable and competitive.
Conclusion – The presented research on corporate sustainability provides important theoretical and practical insights on which the deployment of sustainability-oriented innovation practices are conducive to fostering a broader set of performance benefits. As such, managers should increase organizations’ capacity for innovation which can be beneficial in terms of performance implications and achieving sustainability goals.
Keywords: corporate sustainability, sustainability-oriented innovation, organizational performance, empirical study
Impacts of the Implementation of a Project Management Information System – a Case Study of a Small R&D Company
Mirjana Kljajić Borštnar
University of Maribor, Faculty of Organizational Sciences
Andreja Pucihar
University of Maribor, Faculty of Organizational Sciences
Abstract
Background/Purpose: The problems of resources management (human, financial, time) in multi-project companies are inherently complex and need to be addressed systematically, in both small and large organizations. Furthermore, there is a need for transparent communication and collaboration within the organization as well as with partnering organizations. There are many methodologies and tools supporting project management, which are themselves complex and are thereforenot widely adopted, especially among small companies.
Objectives: The aim of this paper is to analyse impact of the implementation of a flexible cloud-based project management information system (PMIS) from the human resources, financial management, and collaboration points of view.
Method: We have conducted a case study in a small Slovene research and development company, that has implemented the 4PM PMIS.Results: The findings imply the importance of keeping the balance of the creative processes that are unstructured, rule free and even chaotic, with structured processes monitor and control.
Conclusions: The results of the study suggest that the use of “4PM” in support of multi-project management improves human resources and financial management in a collaborative and transparent way when implemented in an open and highly motivated environment.
The Transfer of Knowledge in Intra-Organizational Networks: A Case Study Analysis
Włodzimierz Sroka
Department of Management, Academy of Business in Dąbrowa Górnicza
Joanna Cygler
Warsaw School of Economics, Institute of Management
Bożena Gajdzik
Department of Materials Science & Metallurgy, The Silesian University of Technology in Gliwice
Abstract
Background/Purpose: In today’s business environment, a company is able to maintain its competitive position if it constantly generates knowledge and disseminates this knowledge within the organization, as well as transforms it into new competences. The ability to transfer knowledge becomes one of the key factors in the improvement of a company’s competitive position. This hypothesis is applicable particularly in the case of cooperation within networks, as they are an excellent opportunity for mutual learning between partners.
Objectives: The purpose of the paper is to analyse the process of knowledge transfer in intra-organizational networks.
Method: Due to the specificity of the research object, the case study method has been chosen. In order to make an in-depth analysis of the case study, we selected a group of several criteria based on the theory which we believe to be fundamental to the effectiveness of knowledge management in networks, and compared them with the situation in the ArcelorMittal Group.
Results: Our research show that ArcelorMittal Group has met almost all the criteria of effective knowledge management in its intra-organizational network. Some exceptions, albeit merely to an extent, are mostly the result of historical circumstances, , i.e. the process of growth through acquisitions, and the acquisition of companies at different stages of organizational development, as well as organizational culture.
Conclusion:Based on theoretical assumptions, the study analysed in details the components of knowledgemanagement applied by the corporation in question. Therefore this study might be utilised to formulate a refutable hypothesis and verify them on a larger group of companies from different sectors of the economy. The main limitations of the paper are mostly related to the inherent approach therein.
Work-life Balance by Area, Actual Situation and Expectations – the Overlapping Opinions of Employers and Employees in Slovenia
Tatjana Kozjek
Univerza v Ljubljani, Fakulteta za upravo Gosarjeva ulica 5 1000 Ljubljana
Nina Tomaževič
Univerza v Ljubljani, Fakulteta za upravo Gosarjeva ulica 5 1000 Ljubljana
Janez Stare
Univerza v Ljubljani, Fakulteta za upravo Gosarjeva ulica 5 1000 Ljubljana
Abstract
Background/Purpose: The question of work-life balance (WLB) is an area where increasing attention is being paid nowadays.States, organisations and employees all have responsibility and a role to play in WLB. This article presents the important areas of the WLB by key players in this field. The purpose of the research was to compare and analyse the differences between the actual situation and the expectations of employers and employees with regard to specific areas of WLB in Slovenia.
Methodology: Data was gathered using the Computer Assisted Web Interview (CAWI) method. In the first part of the research project, employers across all sectors of the economy in Slovenia were questioned and in second part focussed on employees. In order to verify the areas in which employers and employees agree and those in which there are differences in perception, ultidimensional scaling (MDS) was used.
Results: The results of our research show that Slovenian organisations must pay more attention to flexible working time, the employees’ ability to take time off to care for family members, time and stress management workshops and paid leave for parents on a child’s first day of school.
Conclusion: A significant role in WLB is played by organisations. The incorporation of WLB strategies into the strategic and financial planning of an organisation can, in fact, have positive business, economic and social effects. Employees have to express their expectations and needs, which is the only way that employers can be made aware of their problems and help with WLB. State responsibility is to encourage all social partners to shape the living environment in which employees’ can achieve a good WLB with an emphasis on gender equality.
Shaping of Competencies of Managers in Academic Incubators of Entrepreneurship in Poland
Joanna Kurowska-Pysz
Academy of Business in Dąbrowa Górnicza, Department of Management and Production Engineering
Abstract
Background/Purpose: Participation of future entrepreneurs in Academic Incubators of Entrepreneurship (AIE) in Poland is one of the innovative paths to shape their managerial competences. The aim of the paper is to analyse and evaluate the activities of the AIEs as an environment inside of which managerial competencies are formed, and formulate recommendations concerning the improvement of AIEs, in terms of the development of managerial skills of futureentrepreneurs.
Design/methodology/approach: The author relied on research – study surveys and empirical, qualitative, exploratory research, which were supported by figures. The author focused on four important issues:– Motives of researchers and students interested in the support of AIE;– The quality of support offered by the incubator to its participants as well as the frequency of use of this support by future entrepreneurs;– The possibility of extending the support system for AIE participants;– Traits / managerial and entrepreneurial competences desired in people running their own businesses.
Results: AIE participants are focused primarily on implementing their business ventures and to a much lesser extent, care about the simultaneous development of their managerial competencies to manage these projects. It is manifested, among other by differentiated assessment of the suitability of certain forms of support from the incubator and the low intensity of use of this support. Despite this, AIE participants perceive the development of desirable traits and strengthening of specific entrepreneurial, management competencies. It is not a very dynamic growth, although it translates intotheir motivation to start a business after leaving the incubator.
Conclusion: It is recommended to place greater emphasis on mobilizing the future entrepreneurs to make use of forms of support for the development of their managerial competences. It is necessary for complex preparation of future entrepreneurs to independently conduct business after leaving the incubator.
Faculty of Administration, University of Ljubljana, Gosarjeva ulica 5, 1000 Ljubljana
Janez Stare
Faculty of Administration, University of Ljubljana, Gosarjeva ulica 5, 1000 Ljubljana
Abstract
Background/Purpose: The main purpose behind the formation of leadership competency models must be theimprovement of leadership. A competency model should serve as one of the tools for selecting the most suitable leaders, appraising their work, assessing training needs and preparing programmes of functional and formal education. The objective of this research is to assess the training needs of leaders in health care. A comparison of leadership competency models between different professional groups should serve as one of the tools with which to assess the training needs of various levels of leaders.
Design/Methodology/Approach: A descriptive study using a survey design was conducted on 141 nurse leaders inSlovenia. Respondents indicated to what extent each of 95 different behaviours was characteristic of a person at their leadership level.
Results: The most important competence dimensions (groups of behaviours) for leaders in health care are (1) at the first – top leadership level: strategic thinking, openness to change and responsibility; (2) for leaders at the second – middle leadership level: relations with co-workers, animation, resistance to stress; and (3) for leaders at the third leadership level: realisation skills, execution of procedures, communication. Training needs assessments were done for three leadershiplevels in nursing care.
Conclusions: The greatest need for training of nurse leaders can be observed at the third leadership level. Special training programmes should be organised in the competency areas of realisation skills, execution of procedures, communication, education and ethics.
