20.500.12556/DKUM-94231 Sistem nagrajevanja in delovna uspešnost zaposlenih v nepridobitnih organizacijah Reward system and employee work performance in non-profit organizations Uravnotežen sistem nagrajevanja je za vsako organizacijo nuja, če želi motivirati zaposlene, da so na svojih delovnih mestih uspešni. Iz tega razloga je dobro izdelan sistem nagrajevanja pomemben za organizacijo, kar smo lahko prebrali v literaturi, ki smo jo ob pripravi te študije pregledali. V naši študiji se osredotočamo na sistem nagrajevanja, ki ga sestavljajo notranje (intrinzične) in zunanje (ekstrinzične) nagrade. Skozi delo smo iskali odgovor na vprašanje, ali nagrade (notranje in zunanje) pomembno vplivajo na delovno uspešnost zaposlenih v nepridobitnih organizacijah. Podatke za analizo smo pridobili s pomočjo anketnega vprašalnika, s katerim smo preverjali mnenja zaposlenih o notranjih in zunanjih nagradah ter delovni uspešnosti v nepridobitnih organizacijah iz Podravja. Vprašalnik so sestavljale štiri trditve, ki so se nanašale na zunanje nagrade, šest trditev, ki so se nanašale na notranje nagrade in tri trditve, ki so se nanašale na delovno uspešnost zaposlenih. V študiji smo predstavili tudi demografske podatke (spol, starost, raven izobrazbe in delovne izkušnje), ki so nam služili kot kontrolne spremenljivke. Pred izvedbo glavne študije smo izvedli pilotno študijo, s katero smo preverili razumljivost vprašalnika. Za preverjanje zanesljivosti vprašalnika smo uporabili Cronbach alfo. Naš vzorec so sestavljali zaposleni iz nepridobitnih organizacij (pravnih oseb zasebnega prava) iz Podravja. Za metodo vzorčenja smo izbrali metodo snežne kepe. Za potrebe študije smo razdelili 113 vprašalnikov. Vrnjenih smo dobili 92 izpolnjenih, uporabnih vprašalnikov, kar predstavlja 81,42 odstotka in kaže na dober odziv zaposlenih. V vprašalniku so zaposleni ocenjevali trinajst trditev, ki so se nanašale na notranje in zunanje nagrade ter delovno uspešnost zaposlenih. Trditve so se ocenjevale na lestvici od 1 do 5, kjer ena pomeni Sploh se ne strinjam in pet Popolnoma se strinjam. Za analizo pridobljenih podatkov smo uporabili statistična orodja. Podatke smo analizirali s programsko opremo Statistical Pack (SPSS) 29. V nadaljevanju smo izvedli korelacijsko analizo, analizo glavnih komponent (PCA), enostavno in multiplo regresijsko analizo. Rezultati so pokazali pomemben, pozitiven vpliv notranjih in zunanjih nagrad na delovno uspešnost. Zaposleni v nepridobitnih organizacijah iz Podravja so v vprašalniku ocenili, da so zanje pomembne tako zunanje kot notranje nagrade za doseganje delovne uspešnosti. Iz tega lahko povzamemo, da mora sistem nagrajevanja v organizacijah slediti ravnotežju med zunanjimi in notranjimi nagradami, da je zagotovljena delovna uspešnost zaposlenih. A balanced reward system is a necessity for every organization if it wants to motivate employees to be successful in their jobs. For this reason, a well-designed reward system is important for an organization, which we were also able to read in the literature that we reviewed during this study. In our study, we focus on the reward system, which consists of internal (intrinsic) and external (extrinsic) rewards. Throughout the work, we sought an answer to the question of whether rewards (internal and external) significantly affect employee performance in non-profit organizations. Data for the analysis were obtained using a survey questionnaire, with which we checked employees' opinions about internal and external rewards and work performance in non-profit organizations from Podravje. The questionnaire consisted of four statements referring to extrinsic rewards, six statements referring to intrinsic rewards and three statements referring to employee performance. In the study we also presented demographic data (gender, age, level of education and work experience), which served as control variables. Before conducting the main study, we conducted a pilot study, where we checked the comprehensibility of the questionnaire. We used Cronbach's alpha to check the reliability of the questionnaire. Our sample consisted of employees in non-profit organizations (legal entities under private law) from Podravje. We chose the snowball method as the sampling method. We distributed 113 questionnaires for the study. We received 92 completed and usable questionnaires back, which meant 81,42 percent and indicated a good response from employees. In the questionnaire, employees rated thirteen statements that referred to internal and external rewards and employee performance. The statements were rated on a scale from 1 to 5, where one means I completely disagree and five means I completely agree. We used statistical tools to analyze the obtained data. The data was analyzed with the Statistical Pack (SPSS) 29. In the following, we carried out correlation analysis, principal component analysis (PCA), and simple and multiple regression analysis. The results showed a significant positive impact of intrinsic and extrinsic rewards on job performance. Employees in non-profit organizations from Podravje assessed in the questionnaire that both external and internal rewards are important for them to achieve work performance. From this, we can conclude that the reward system in organizations must follow a balance between external and internal rewards to ensure the work performance of employees. Zunanje in notranje nagrade delovna uspešnost nepridobitne organizacije. External and internal rewards job performance non-profit organizations. true true false I. Jerina] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2025-08-10 11:18:37 2025-11-03 14:03:55 2025-11-04 03:34:48 0000-00-00 00:00:00 2025 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 005.66 255681539 MAG_Jerina_Iztok_2025.pdf MAG_Jerina_Iztok_2025.pdf 1 0CFD6B72EC065C29E28190637149717B ebbef7f9004d82620c592322c955779a0319db7e10e77724242f82d37395ef54 6592b184-9951-11f0-8bed-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=199139 Ekonomsko-poslovna fakulteta 0 0 0