Vol.50, No 1 (2017)

Damjan Maletič

Faculty of Organizational Sciences, University of Maribor, Slovenia

Matjaž Maletič

Faculty of Organizational Sciences, University of Maribor, Slovenia

Basim Al-Najjar

School of Engineering, Linnaeus University, Sweden

Katerina Gotzamani

Department of Business Administration, University of Macedonia, Greece

Maria Gianni

Department of Business Administration, University of Macedonia, Greece

T. Bartosz Kalinowski

Faculty of Management, University of Lodz

Boštjan Gomišček

Faculty of Business, University of Wollongong in Dubai

Abstract

Background/Purpose: The purpose of this empirical study is to examine the role of two contingency factors, i.e. uncertainty and competitiveness in relation to physical asset management (PAM) practices as well as to maintenance key perfor­mance indicators. The research is based on a premise that PAM, which was defined by risk management practices, performance assessment practices, life cycle management practices, and policy and strategy practices, has become an indispensable element of strategic thinking of asset owners as well as maintenance and asset managers. The purpose of this study is to advance the understanding of how organizations that face high or low level of uncertainty and competitiveness respond in terms of PAM deployment. Methodology/Approach: This study employed a data set based on a large-scale survey among organizations in six European countries (i.e. Slovenia, Poland, Greece, Sweden, Turkey and Slovakia). Data were collected from 138 organizations located in the above-mentioned countries to conduct the study. Findings: The results show that organizations that are faced with high level of uncertainty and competitiveness are more engaged in the deployment of PAM practices. Moreover, results show that when organizations are facing high levels of competitiveness they are using KPIs to a greater extent than organizations under low levels of competitive­ness. Originality/value: From a theoretical perspective, this study contributes to the contingency theory by providing empirical evidence whether a context-dependent approach to PAM is needed. The findings also provide insights for managers on how to respond to the competitive pressure as well as how to customize PAM practices in order to adapt to the changes in dynamic organizational environment.

Gašper Jordan

Independent researcher

Gozdana Miglilč

Faculty of Organizational Sciences, University of Maribor, Slovenia Kidričeva Cesta 55a, 4000 Kranj, Slovenia

Ivan Todorović

Faculty of Organizational Sciences, University of Belgrade, Serbia Jove Ilića 154, 11000 Belgrade, Serbia

Miha Marič

Faculty of Organizational Sciences, University of Maribor, Slovenia Kidričeva Cesta 55a, 4000 Kranj, Slovenia

Abstract

Background/Purpose: Organizations should implement new findings from the field of human resource man­agement. If an organization wants to have successful and effective employees, they should be satisfied with all aspects of work and at the same time they should be feel commitment towards an organization. To have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment. Design/Methodology/Approach: The survey was conducted among 409 university lecturers in Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer’s PEQ was used for the assessment of the psychological empowerment, Spector’s JSS for job satisfaction, and Allen’s and Meyer’s OCQ for the assessment of organisational commitment. Results: The research showed that the highest level of psychological empowerment can be found among university lecturers from Serbia and the lowest from Germany. Job satisfaction level is the highest in Austria and the lowest in Slovenia. Affective organisational commitment is the highest in Slovenia and the lowest in Germany. Continuance or­ganisational commitment scored the highest in Croatia and the lowest in Czech Republic. Additionally, the outcomes show the highest level of normative organisational commitment in Czech Republic and the lowest in Austria. Only affective organisational commitment was not found as statistically significant. Conclusion: Knowledge of psychological empowerment, job satisfaction and organizational commitment can be helpful for leaders, because with this knowledge they can manage, develop and motivate employees properly.

Polona Šprajc

University of Maribor, Faculty of Organizational Sciences, Kidričeva cesta 55a, 4000 Kranj, Slovenia

Marko Urh

University of Maribor, Faculty of Organizational Sciences, Kidričeva cesta 55a, 4000 Kranj, Slovenia

Janja Jerebic

University of Maribor, Faculty of Organizational Sciences, Kidričeva cesta 55a, 4000 Kranj, Slovenia

Dragan Trivan

UNION-Nikola Tesla University, Faculty of Business Studies and Law, Staro Sajmiste 29, 11070 Belgrade, Serbia

Abstract

Background/Purpose: The survey was performed to determine the reasons that lead students to possibly com­mit plagiarism during their studies. By doing so, we wanted to determine the main reason for the appearance of pla­giarism and how, within this main reasons, various indicators of plagiarism are judged and, finally, how demographic data and student motivation for study are associated with the reasons for plagiarism. Design/Methodology/Approach: A paper-and-pencil survey was carried out among 17 faculties of the University of Maribor in Slovenia. A sample of 139 students 85 males and 54 females participated in this study, ages ranged from 19 to 36 years. The questionnaire contained 95 closed questions referring to: (i) general data, (ii) education, (iii) social status, (iv) awareness of plagiarism, and (v) reasons for plagiarism. Parametric and nonparametric statistical tests were performed depending on distributions of the answers. Results: The results reveal that information and communication technology is largely responsible for the plagiarism with two reasons highlighted: ease of copying and ease of access to materials and new technologies. We also found some differences between low and high motivated students. Different average values of the answers considering motivation for study were confirmed for academic skills, teaching factors and other reasons for plagiarism, where the average for lower motivated students is significantly different (higher) than the average for higher motivated students. At the end we could find no direct relationship between the average time spent on the Internet and plagiarism. Conclusion: The transmission of knowledge is the basic mission of faculties. This mission is based on moral beliefs about the harmfulness of its abuse, and plagiarism is exactly such abuse. Regardless of the students past at this point professors are those who could greatly contribute to the right set of skills to keep students off plagiarising.

Maja Rožman

Lackova cesta 13, 2000 Maribor, Slovenia

Sonja Treven

University of Maribor, Faculty of Economics and Business, Slovenia

Vesna Čančer

University of Maribor, Faculty of Economics and Business, Slovenia

Marijan Cingula

University of Zagreb, Faculty of Economics and Business, Croatia

Abstract

Background/Purpose: People spend a significant part of their lifespan working, but the role of age in job design and implementation of work have largely been ignored. The consequences can be evident in stress and burnout in different symptoms. Thus, age-diverse employees are faced with different symptoms of burnout and stress when carrying out their work. The main aim of this paper is to present burnout of older employees compared to younger employees in Slovenian companies. Design/Methodology/Approach: The paper is based on research including a survey between two age groups of employees, namely the younger employees that were classified in the group of under 50 years of age and the older employees that were classified in the group of above 50 years of age. Since the Kolmogorov-Smirnov and Shap­iro-Wilk test showed that the data was not normally distributed, the noan-parametric Mann-Whitney U test was used to verify differences in the physical symptoms of burnout, emotional symptoms of burnout, and behavioral symptoms of burnout in the workplace between two groups. Results: The results show that there are significant differences in the great majority of the variables describing the physical symptoms of burnout, emotional symptoms of burnout, and behavioral symptoms of burnout in the work­place between younger and older employees. Conclusion: Well-being in the workplace of age-diverse employees is a key for long-term effectiveness of organi­zations. Managers and employers should apply appropriate measures to reduce burnout as well as to contribute to employees well-being and better workplace performance.

Rok Pintar

University of Maribor, Faculty of Organizational Sciences, Kidričeva cesta 55a, 4000 Kranj, Slovenia

Jorge Tiago Martins

Information School, The University of Sheffield, UK

Mocja Bernik

University of Maribor, Faculty of Organizational Sciences, Kidričeva cesta 55a, 4000 Kranj, Slovenia

Abstract

Background/Purpose: The multinational companies require different approach of human resource manage­ment to achieve their goals. The reason is in employees who are working abroad, so-called expatriates. The purpose of the research is to investigate perceptions and experience of the expatriates working in one of the Slovenian mul­tinational company. Design/Methodology/Approach: The online survey was performed among all expatriates working for the pharma­ceutical company. The questionnaire was randomly sent and delivered in an electronic form, structured in an online program named 1ka (https://www.1ka.si). A total of all 12 questionnaires were completed fully and properly. Results: Results indicate that there are several reasons that expatriates went to work abroad, but none of them did not completely fulfilled the expectations of the expatriates. There are no differences between those expatriates who are working abroad up to 12 months and those who are working more than 12 months in their fulfilment of expecta­tions working abroad for this company. Conclusion: Based on the findings, the study shows the expatriates importance factors for their contribution of work­ing abroad for the company and fulfilment of their expectations. The results are useful for the employees that will be in the future involved in the expatriation process in this company.