20.500.12556/DKUM-13076 ORGANIZACIJSKO VZDUŠJE MED ZAPOSLENIMI V DOMOVIH ZA OSTARELE ORGANIZATIONAL CLIMATE AMONG STAFF IN HOMES FOR AGED PEOPLE V svoji diplomski nalogi, razdeljeni na teoretični in raziskovalni del, sem najprej definiral pojme organizacijske kulture, organizacijskega vzdušja in njegovih dimenzij ter zadovoljstva pri delu. Podrobno sem opisal Dom upokojencev Kranj in Dom starejših občanov Ilirska Bistrica, ki sta sodelovala pri raziskavi organizacijskega vzdušja med zaposlenimi v domovih za ostarele. V raziskovalnem delu sem na podlagi vprašalnika izmeril organizacijsko vzdušje med zaposlenimi v teh dveh domovih za ostarele. Na podlagi rezultatov sem opravil primerjalno analizo med domovoma. Zanimalo me je predvsem, ali prihaja med domovoma do bistvenih razlik pri meritvah organizacijskega vzdušja in kaj na to vpliva. Analiza testa hipotez je pokazala, da razlike med zavodoma obstajajo, vendar te niso povsod bistvene. Rezultati so na splošno boljši v Domu starejših občanov Ilirska Bistrica v primerjavi z Domom upokojencev Kranj. Bistvene razlike vzdušja sem ugotavljal na podlagi petih hipotez. Ugotovil sem, da obstajajo pomembne razlike med domovoma glede pripadnosti zaposlenih zavodu, zadovoljstva zaposlenih s strokovnim usposabljanjem in izobraževanjem zaposlenih ter pomembne razlike pri komuniciranju in informiranju zaposlenih. Bistvenih razlik med domovoma glede notranjih odnosov in organiziranosti zaposlenih pa ni. Šesto hipotezo, ki govori, da je največji motivacijski dejavnik med zaposlenimi v obeh domovih plačilo za opravljeno delo, zavrnemo. Največji motivacijski dejavnik med zaposlenimi v obeh domovih je namreč stalnost zaposlitve. Po mojem mnenju lahko vzroke, ki vplivajo na bistvene razlike rezultatov, iščemo v okolju, kjer se domova nahajata, med zaposlenimi in tudi pri njihovih varovancih. Pri trditvah, kjer so rezultati primerljivi med obema domovoma, se pokažejo značilnosti organizacijskega vzdušja, ki so po mojem mnenju enake vsem domovom za ostarele v Sloveniji. Sicer pa je organizacijsko vzdušje v obeh obravnavanih domovih dobro. S takšnim ali podobnim vsakoletnim izvajanjem merjenja organizacijskega vzdušja bi se lahko v obravnavanih organizacijah naredilo primerjavo rezultatov glede na predhodna obdobja, na podlagi rezultatov načrtovalo spremembe poslovanja, lažje ugotavljalo mnenje zaposlenih o poslovanju itd. Na dolgi rok je to zagotovo ključ do uspeha. In my diploma's thesis divided into theoretical and research part, where I first defined the concepts of organizational culture, organizational climate and its dimensions and job satisfaction. Then I described Dom upokojencev Kranj and Dom starejših občanov Ilirska Bistrica, which cooperated in an organizational climate survey among staff in old people’s homes. In the research part of my diploma I was on the basis of a questionnaire to measure found out the organizational climate among employees in these old people's homes. Based on the results, I conducted a comparative analysis between these two old people’s homes. I was interested primarily in or coming to between these two old people’s homes of the substantial differences in the measurement of organizational climate and what influence on this. Analysis of test hypotheses showed that there are differences between establishments, but these are not essential everywhere. The results are generally better in DSO Ilirska Bistrica than DU Kranj. Substantial differences I noted about the organizational climate on the basis of five hypotheses. I found that there are significant differences between employees of these old people's homes, about loyalty of institute, employee satisfaction with professional training and education of employees and significant differences in internal communication and giving information to staff. However, no significant differences between these two old people's homes, when I'm talking about of the internal relations and organization of these two institutions.The sixth hypothesis, which says that the biggest motivating factor in the workforce in both old people's homes is salary. That hypothesis is refused. The biggest motivating factor in the workforce in both old people's homes is a security job. In my view, the causes which affect the substantial differences in the results we are searching in an environment where are located these two old people’s homes, among the employees and also among their clients. In statements where the results are comparable between these two old people’s homes, show features an organizational climate, which I believe are common for all old people's homes in Slovenia. Moreover, the organizational climate in these two old people’s homes is good. Such or similar annual exercise of measuring organizational climate, could be in certain organizations have done a comparison of results against previous periods and on the basis of this data they could create changes in their business plan, it's easier ascertained the views of employees on the organization, etc. In the long run this is definitely the key to success. Organizacijsko vzdušje Vprašalnik Dom za ostarele Primerjalna analiza Rezultat Organizational climate Questionnaire Old people’s home Comparative analysis Result true true false Slovenski jezik Angleški jezik Diplomsko delo 2010-01-27 20:28:15 2010-04-12 11:50:05 2022-04-12 10:53:42 2022-04-20 03:29:12 2010 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6629907 URN:SI:UM:DK:OHPM2VZK UNI_Sajn_Tadej_2010.pdf UNI_Sajn_Tadej_2010.pdf 1 77156DB5C936E5B83597E4E0400ADE4C 1865df48b0d0acb7736c741f49598999d7418b51ebc80a8bb554bf00736f3370 d1f4f8b9-7c03-11eb-bb7a-00155d0001ca 20.500.12556/dkum/d5f22151-36e5-45c0-b0ee-b493876552ed https://dk.um.si/Dokument.php?lang=slv&id=13015 Fakulteta za organizacijske vede 0 0 0