20.500.12556/RUL-171886 Zaznave klime vključenosti in psihološki kapital magistrsko delo Perceptions of climate for inclusion and psychological capital Raznolikost delovne sile lahko vodi tako do ugodnih kot neugodnih izidov. Za doseganje pozitivnih posledic raznolikosti v organizacijah je treba ustvarjati vključujoča okolja, kjer zaposleni čutijo, da so sprejeti, cenjeni in slišani. Klimo vključenosti v organizacijah sestavljajo tri dimenzije, in sicer: pravičnost pri zaposlovanju, integracija razlik in vključenost pri sprejemanju odločitev. Psihološki kapital je celota štirih komponent (samoučinkovitost, upanje, optimizem in odpornost na stres), ki prispevajo k zadovoljstvu z delom in delovni uspešnosti. Na vzorcu 218 zaposlenih oseb v Sloveniji sem z uporabo presečnega kvantitativnega raziskovalnega načrta preučevala odnos med zaznavami klime vključenosti in psihološkim kapitalom. Zanimalo me je tudi, kakšna je vloga nekaterih demografskih spremenljivk (spola, starosti, položaja v organizaciji in zaznane oviranosti zaradi osebnih okoliščin) v omenjenem odnosu. Ugotovila sem, da obstaja pomembna pozitivna povezava med zaznavami klime vključenosti in psihološkim kapitalom ter da so zaznave klime vključenosti pomemben napovednik psihološkega kapitala. Vloga izbranih demografskih spremenljivk v odnosu med zaznavami klime vključenosti in psihološkim kapitalom se ni izkazala kot pomembna. Raziskava je ena prvih v Sloveniji, ki se ukvarja s področjem klime vključenosti. Ugotovitve lahko služijo kot argument in smernice za oblikovanje bolj vključujočih delovnih okolij. Predstavljene so tudi omejitve in predlogi za nadaljnje raziskovanje. Workforce diversity can lead to both positive and negative outcomes. To achieve the positive effects of diversity in organizations, it is necessary to create inclusive environments where employees feel accepted, valued, and heard. The climate for inclusion in organizations consists of three dimensions: equitable employment practices, integration of differences, and inclusion in decision-making. Psychological capital is a construct composed of four components (self-efficacy, hope, optimism, and resilience), which contribute to job satisfaction and work performance. Using a cross-sectional quantitative research design, I examined the relationship between perceptions of climate for inclusion and psychological capital in a sample of 218 employees in Slovenia. I was also interested in the role of certain demographic variables (gender, age, position in organization, and perceived disability due to personal circumstances) in this relationship. The findings show that there is a significant positive relationship between perceptions of climate for inclusion and psychological capital, and that perceptions of climate for inclusion are a significant predictor of psychological capital. The role of the selected demographic variables in the relationship between perceptions of climate for inclusion and psychological capital was not significant. This research is one of the first in Slovenia to address the field of climate for inclusion. The findings can serve as an argument and guideline for creating more inclusive work environments. Limitations and suggestions for further research are also presented. vključenost raznolikost na delovnem mestu organizacijska klima psihološki kapital demografske značilnosti inclusion diversity in the workplace organizational climate psychological capital demographic characteristics true false false [V. Zupan] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2025-09-04 07:45:31 2025-09-04 07:45:34 2025-09-24 03:59:47 0000-00-00 00:00:00 2025 0 Ljubljana 0 Ljubljana 41 str. 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 159.9:005.32(043.2) 589627 249884163 51931.pdf 51931.pdf 1 E5FAF0983312390C18F44B5B2B471689 96dde6b321984c87394242466167bc06e84a563375ee239ce4a8b772c9e2a733 3a7907a5-8952-11f0-9328-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=215451 Filozofska fakulteta 0 0 0