Vol.52, No 4(2019)

Tanja ŽMAUC

Alma Mater Europaea – ECM, Maribor, Slovenia

Danica ŽELEZNIK

Faculty of Health and Social Sciences, Slovenj Gradec, Slovenia

Oto TEŽAK

University of Maribor, Faculty of Electrical Engineering and Computer Science, Slovenia

Abstract

Background/Purpose:   The raising of the retirement age in the field of nursing care increases the need for successful aging strategies in the work environment. The purpose of this paper is to analyse the application of se­lection, optimization and compensation and their correlation with the working ability of nurses aged fifty and over in Slovenia. Design/Methodology/Approach: The study encompasses 433 nurses over the age of 50 (M = 53.75±2.40 years) working in 13 hospitals across Slovenia. Two measurement instruments used in the field of nursing were adapted, the model of Selection, Optimization and Compensation (SOC) and the Work Ability Index (WAI). Data was pro­cessed using descriptive statistical methodology. The correlation between statistical variables was calculated using Spearman’s correlation coefficients. For a description of the functional relationship between SOC use and calendar age, linear and potential regression functions were used. Results: We found out that the use of SOC is slightly growing with the calendar age of the nurses. The most used SOC element is “selection”. Calculated WAI for nurses is at the lower end of the classification category “good” (M = 36.98±6.46) There is a positive correlation between SOC and WAI (rs = 0.23), causality was not studied. Conclusions: Increased use of SOC can lead to better work ability by nurses over fifty. Therefore, in the future, nurses will need to be trained and motivated to use SOC strategies. Keywords: Nursing; work ability index; selection, optimization and compensation; successful aging.

Ivana PODHORSKA

University of Zilina, The Faculty of Operation and Economics of Transport and Communications, Department of Economics, Univerzitna 1, 010 26 Zilina, Slovak Republic

Lubica GAJANOVA

University of Zilina, The Faculty of Operation and Economics of Transport and Communications, Department of Economics, Univerzitna 1, 010 26 Zilina, Slovak Republic

Jana KLIESTIKOVA

University of Zilina, The Faculty of Operation and Economics of Transport and Communications, Department of Economics, Univerzitna 1, 010 26 Zilina, Slovak Republi

Gheorghe H. POPESCU

Dimitrie Cantemir Christian University, Bucharest, Romania

Abstract

Background/Purpose:  Knowing key indicators of goodwill value can contribute to its effective management and growth of the market value of the enterprise. The purpose of this research is to identify individual goodwill indicators. The paper aim is to obtain potential indicators of enterprise goodwill under the conditions of the Slovak Republic. Design/Methodology/Approach: Paper data included 11,483 financial statements of Slovak enterprises in 2017. The value of residual enterprise income represents the value of goodwill. Input data for the identification of goodwill indicators represented 15 financial-economic variables. Outliers in data were searched and removed through an interquartile range. Multicollinearity among input variables, by the coefficient of determination and variance inflation factor, was also analysed. A statistically significant correlation between goodwill and its potential indicator were tested by the significance test of the Pearson correlation coefficient and correlation matrixes. Results: Research results reveal the existence of a statistically significant correlation between goodwill and 8 input variables, which represent its potential vital indicators. Conclusion: Paper findings bring new possibilities for goodwill management, which may create an essential com­petitive advantage of a company. For the scientific community, the findings represent sources of potential goodwill indicators which can be used for the creation of the new model of goodwill valuation in future research. Keywords: Goodwill; Residual income; Key indicators; Correlation

Igor KONONENKO

National Technical University “Kharkiv Polytechnic Institute”, Strategic Management Department, 61002 Kharkiv, Ukraine

Svitlana LUTSENKO

National Technical University “Kharkiv Polytechnic Institute”, Strategic Management Department, 61002 Kharkiv, Ukraine

Abstract

Background/Purpose: The selection of a “right” project management methodology for a particular project represents a problem of great importance. Its solution affects crucial project parameters like cost, duration, product quality, and the project’s success in general. The purpose of this study is to present a method for the formation of the project management methodology and illustrate its applicability on a software development project’s example. Design/Methodology/Approach: In this study, we describe the method of project management methodology for­mation that allows the forming of a specialized methodology for any IT project considering the fuzziness of informa­tion about the project, its environment, and existing expert’s recommendations. The method involves 1) collecting baseline information using a questionnaire, 2) calculating weighted Hamming and Euclidean distances, 3) solving a three-criterion optimization problem using a minimax approach with fuzzy input data. Results: All six stages of the project management methodology formation’s method (project evaluation, basis selec­tion, alternative methodologies formation, methodology selection, methodology application, and methodology tailor­ing) were applied to form a specialized project management methodology for an IT project to increase the possibility of its success. The most appropriate alternative based on DSDM was selected and applied to manage the project. Conclusions: The given method allows the forming of a specialized project management methodology based on the components of Generalized Body of Knowledge for any IT project considering specific conditions of the project and its environment. Keywords: Methodology, Project management, Formation, Application, Method.

Abdulmajeed Saad ALBALAWI

Victoria University, Melbourne, Australia

Shahnaz NAUGTON

Victoria University, Melbourne, Australia

Malek Bakheet ELAYAN

Institute of Public Administration, Riyadh, The Kingdom of Saudi Arabia

Mohammad Tahseen SLEIMI

Palestine Technical University – Kadoorie, Tulkarm, Palestine

Abstract

Background/Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turn­over intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jor­danian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organiza­tional support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study. Keywords: Organizational Commitment, Employees, Turnover Intention 

Barbara Grah

University of Ljubljana, School of Economics and Business, Kardeljeva ploščad 17, 1000 Ljubljana, Slovenia

Ema Perme

Ministry of Education, Science and Sport, Republic of Slovenia, Masarykova 16, SI-1000 Ljubljana, Slovenia

Simon Colnar

University of Ljubljana, School of Economics and Business, Kardeljeva ploščad 17, 1000 Ljubljana, Slovenia

Sandra Penger

University of Ljubljana, School of Economics and Business, Kardeljeva ploščad 17, 1000 Ljubljana, Slovenia

Abstract

Background/Purpose:  While the world population is aging, the aim of this study is to bring new knowledge into age management research by investigating the most important factors that encourage older employees to remain in the labour market longer, also after meeting the official retirement age, based on an in-depth qualitative case study of the high-end luxury fashion designer with more than 50 years of working experience. Design/Methodology/Approach: We conducted an inductive case study in fashion industry. Specifically, our case study is build based on the content analysis of secondary data as well as an in-depth interview with the general manager in the fashion and high-end luxury industry in Slovenia. Results: The proposed conceptual model shows key facets, as assigned overarching categories, namely-vitality, intrinsic motivation, adapting, lifelong learning, and positive emotions and therefore contributes to the age manage­ment phenomena. Within the presented case study, we found out that the selected facets are the most important factors for the encouragement to remain in the labor market and to ensure flexible retirement processes in dealing with the challenges of an aging population and workforce. Conclusion: Our study contributes to the theory and practice of age management by narrowing our focus on the best practice from selected high-end luxury fashion industry designer in Slovenia. What can we learn from high-end luxury fashion designer with more than 50 years of working experience? As the presented case study cannot be generalized to population, the presented case contributes to the field of age management and empowers people to rethink and stay active after meeting the official retirement age. Keywords: Adult learning; Older workers; Retirement; Age management; Fashion industry; Intrinsic motivation; Vi­tality; Slovenia