20.500.12556/RUL-183908 Evalvacija praks skrbi za zaposlene v zasebni zdravstveni ambulanti Evaluation of Employee Well-Being Practices in a Private Outpatient Healthcare Clinic Magistrsko delo obravnava evalvacijo praks skrbi za zaposlene v izbrani zasebni zdravstveni ambulanti brez koncesije. Izhaja iz ugotovitve, da je skrb za zaposlene v zdravstvenem varstvu pomembna ne le z vidika dobrobiti zaposlenih, temveč tudi z vidika kakovosti dela, varnosti pacientov in dolgoročne stabilnosti organizacije. Poseben poudarek je namenjen zasebni ambulanti kot specifičnemu organizacijskemu okolju, v katerem se zaradi majhnosti tima, omejenih virov in večje medosebne odvisnosti prakse podpore pogosto oblikujejo neposredno, situacijsko in manj formalizirano. Namen raziskave je bil oblikovati celostno evalvacijo obstoječih praks skrbi za zaposlene ter prispevati k boljšemu razumevanju njihovih učinkov, omejitev in razvojnih možnosti. Raziskava je kvalitativna, evalvacijska, natančneje formativna. V raziskavo sem povabila populacijo ljudi, ki sodelujejo v delovnem procesu ambulante. Odzvalo se jih je sedem. Podatki so bili zbrani z individualnimi polstrukturiranimi intervjuji v februarju in marcu 2026, nato pa analizirani s tematsko analizo po Braun in Clarke, prilagojeno evalvacijskemu namenu raziskave in dopolnjeno z elementi metode Most Significant Change (MSC) (Davies in Dart, 2005). Rezultati kažejo, da zaposleni prakse skrbi za zaposlene vrednotijo predvsem glede na njihovo smiselnost, pravičnost, dostopnost in usklajenost z vsakdanjim delovnim procesom. Kot ključni dejavniki njihovega doživljanja so se pokazali kakovost timskih odnosov, odprta komunikacija, organizacija dela, občutek slišanosti ter način vodenja. Zaposleni so kot najbolj podporne prepoznavali tiste prakse in spremembe, ki so prispevale k večji psihološki varnosti, boljši povezanosti v timu, večji organizacijski jasnosti in večjemu občutku, da so kot posamezniki in strokovnjaki upoštevani. Raziskava je hkrati pokazala, da formalna prisotnost praks sama po sebi še ne pomeni, da jih zaposleni doživljajo kot učinkovito podporo; kadar so bile uvedene enostransko, brez prilagoditve dejanskim potrebam zaposlenih ali v neustreznem odnosnem in organizacijskem kontekstu, so jih udeleženci pogosto doživljali kot neučinkovite, obremenjujoče ali celo, kot da imajo nasprotni učinek. Najpomembnejše zaznane spremembe po logiki metode MSC so se najpogosteje nanašale na odnose, komunikacijo, občutek varnosti in organizacijo dela, ne pa na simbolne ali materialne oblike podpore. Ugotovitve kažejo, da se učinkovitost praks skrbi za zaposlene v zasebni ambulanti oblikuje predvsem na ravni širšega organizacijskega konteksta in ne le na ravni posameznih aktivnosti. Na podlagi raziskave se kot ključni predlogi za izboljšave kažejo več odprtega, varnega in rednega pogovora, večja vključenost zaposlenih v načrtovanje praks, boljša organizacija dela, več pravičnosti in spoštovanja ter stabilnejše vodstvo. Prakse skrbi za zaposlene so kot smiselne prepoznane predvsem takrat, ko so participativne, prostovoljne, pravične, redne in usmerjene v izboljšanje temeljnih pogojev dela in sodelovanja. This master’s thesis examines the evaluation of staff support practices in a selected private outpatient healthcare clinic operating without a public concession. It is based on the understanding that caring for employees in healthcare is important not only for staff well-being, but also for the quality of care, patient safety, and the long-term stability of the organisation. Particular attention is given to the private clinic as a specific organisational setting in which, due to the small team size, limited resources, and a high degree of interpersonal interdependence, support practices are often developed directly, situationally, and in a less formalised manner. The aim of the study was to provide a comprehensive evaluation of existing staff support practices and to contribute to a better understanding of their effects, limitations, and potential for further development. The study is qualitative and evaluative in nature, more specifically a formative evaluation. The study population consisted of individuals involved in the clinic’s work process, of whom seven participated. Data were collected through individual semi-structured interviews conducted in February and March 2026. The data were then analysed using Braun and Clarke’s thematic analysis, adapted to the evaluative purpose of the study and complemented by elements of the Most Significant Change (MSC) method (Davies and Dart, 2005). The findings indicate that employees assess staff support practices primarily in terms of their meaningfulness, fairness, accessibility, and alignment with everyday work processes. The key factors shaping their experiences were the quality of team relationships, open communication, work organisation, a sense of being heard, and leadership style. Employees perceived as most supportive those practices and changes that contributed to greater psychological safety, stronger team cohesion, greater organisational clarity, and a stronger sense of being recognised and respected as individuals and professionals. At the same time, the study showed that the formal presence of such practices does not in itself mean that employees experience them as effective support. When introduced unilaterally, without adaptation to employees’ actual needs or within an inadequate relational and organisational context, such practices were often perceived as ineffective, burdensome, or even as having the opposite effect. In line with the logic of the MSC method, the most significant perceived changes were most often related to relationships, communication, a sense of safety, and work organisation, rather than to symbolic or material forms of support. The findings further suggest that the effectiveness of staff support practices in a private clinic is shaped primarily at the level of the broader organisational context rather than merely through individual activities. Based on the study, the main recommendations for improvement include more open, safe, and regular dialogue, greater employee involvement in the planning of support practices, better work organisation, more fairness and respect, and more stable leadership. Staff support practices are perceived as meaningful primarily when they are participatory, voluntary, fair, regular, and oriented towards improving the fundamental conditions of work and collaboration. organizacijska podpora dobrobit zaposlenih delovna klima organizacija dela vodenje participacija. organisational support employee well-being workplace climate work organisation leadership participation. true false false Slovenski jezik Angleški jezik Magistrsko delo/naloga 2026-06-20 09:02:19 2026-06-20 09:02:33 2026-06-21 04:14:44 0000-00-00 00:00:00 2026 0 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 1970-01-01 56749 20276.pdf 20276.pdf 1 E15D39C5F4B69C458627C91E9E86E36B 550da7c0563461c6204532e79ab6dbeb80efc419b568e63a3b7a4fbc2b2f5284 f1eae17d-6c75-11f1-9b0d-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=236218 Fakulteta za socialno delo 0 0 0