20.500.12556/RUL-163886 Dejavniki organizacijskega okolja in njihova povezanost s priporočanjem organizacije s strani zaposlenih Organisational factors and their relationship to employee recommendation of the organisation Kazalnik stopnje priporočenosti organizacije s strani zaposlenih (angl. Employee Net Promoter Score) oz. kazalnik eNPS predpostavlja, da lahko z enim samim vprašanjem »Koliko na lestvici od 0 do 10 bi svojega delodajalca priporočili svojim bližnjim oz. znancem?« izmerimo zvestobo zaposlenih. Ker je kazalnik eNPS razmeroma nov konstrukt, pravzaprav ne vemo, kaj z njim merimo, zato sem v svojem magistrskem delu na vzorcu 224 zaposlenih preverjala njegovo konstruktno veljavnost. V raziskavi se eNPS najbolj negativno povezuje z namero o odhodu, najbolj pozitivno pa s skladnostjo med zaposlenim in delovno organizacijo ter čustveno pripadnostjo, čeprav se je statistično pomembno povezoval z vsemi preučevanimi psihološkimi dejavniki. Na podlagi konfirmatorne faktorske analize lahko zaključim, da eNPS meri zvestobo zaposlenih. S strukturnim modeliranjem sem preverjala tudi, kako se s kazalnikom eNPS povezujejo organizacijski dejavniki, bolj specifično sistemi za visoko delovno učinkovitost, in ugotovila, da nanj najbolj vplivajo sodelovanje pri odločitvah, varnost zaposlitve in uravnavanje z dosežki. Takšne ugotovitve prinašajo dragocene uvide v povezavo med kazalnikom eNPS ter individualnimi in organizacijskimi dejavniki in lahko služijo kot dobra osnova za strategije zadrževanja zaposlenih. The Employee Net Promoter Score (eNPS) assumes that a single question can be asked "On a scale of 0 to 10, how highly would you recommend your employer to your family or friends?" to measure employee loyalty. As the eNPS is a relatively new construct, we do not really know what it is measuring, so in my master thesis I tested its construct validity on a sample of 224 employees. In the study, eNPS was most negatively correlated with intention to leave, and most positively correlated with employee-work organisation fit and emotional belonging, although it was statistically significantly associated with all the psychological factors studied. Based on the confirmatory factor analysis, I can conclude that the eNPS measures employee loyalty. I also used structural modelling to examine how organisational factors, more specifically high performance work systems, relate to eNPS and found that it is most strongly influenced by participation in decision making, job security and perfomance management. Such findings provide valuable insights into the link between the eNPS indicator and individual and organisational factors and can serve as a good basis for retention strategies. kazalnik stopnje priporočenosti organizacije s strani zaposlenih eNPS zvestoba organizacijska pripadnost konstruktna veljavnost sistemi za visoko delovno učinkovitost employee net promoter score eNPS loyalty organisational commitment construct validity high performance works systems true false false [K. Petrič] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2024-10-14 08:17:50 2024-10-14 08:17:53 2024-10-28 08:58:26 0000-00-00 00:00:00 2024 0 Ljubljana 0 Ljubljana 59 str. 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 159.9.072:331.101.3(043.2) 560995 213085955 41519.pdf 41519.pdf 1 21D28F8AC5F1DBF051090607DE0A5106 3101948b04cf974625b9dfce0bc3e60909d255551b6ddb29beffa8147a830c84 d26cb300-89f3-11ef-b232-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=193840 41520.pdf 41520.pdf 1 0E269A3D70AA05C2EEE3371848859FB8 608fba34f79c0067ef0947d607d7a4b7397f28c17f4969e73a143e6bd45a54b5 d26d123d-89f3-11ef-b232-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=193841 41521.pdf 41521.pdf 1 8F00D6E3AA6907F9F099F796CF09F38A 3cd39be3f5b137c42ea8c3aa74abdf192f76b3b421109ebcf5cb1d9b0759e38d d26d4c30-89f3-11ef-b232-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=193842 Filozofska fakulteta 0 0 0