20.500.12556/DKUM-98140 Nesorazmerne nagrade med zaposlenimi in pripravljenost podajanja anonimnih namigov o neetičnih ravnanjih sodelavcev Inequitable management compensation and employee whistleblowing about unethical behaviour of employees V magistrskem delu smo preučili vpliv nesorazmernih nagrad med zaposlenimi na pripravljenost za podajanje anonimnih namigov o neetičnih ravnanjih. Plačna pravičnost predstavlja pomemben element organizacijskega delovanja, saj vpliva na zadovoljstvo zaposlenih, stopnjo zaupanja v organizacijo ter na njihovo vedenje v situacijah, kjer zaznavajo nepravilnosti. Namen raziskave je bil analizirati, kako zaposleni dojemajo plačne razlike v organizaciji, kako te razlike vplivajo na njihovo motivacijo in odnos do vodstva ter v kolikšni meri prispevajo k odločitvi za prijavo neetičnih dejanj. V teoretičnem delu smo obravnavali večdimenzionalno naravo pravičnosti. Najprej smo predstavili plačno pravičnost, ki vključuje notranjo in zunanjo pravičnost ter horizontalna in vertikalna razmerja med zaposlenimi. Nadalje smo obravnavali organizacijsko pravičnost, ki jo sestavljajo distributivna, proceduralna in interakcijska pravičnost. Distributivna pravičnost se nanaša na pravično razdelitev nagrad glede na vloženi trud, proceduralna na poštenost in transparentnost postopkov odločanja, interakcijska pa na kakovost komunikacije ter medosebnega ravnanja v organizaciji. Omenili smo tudi Adamsovo teorijo pravičnosti, ki temelji na primerjavi med posameznikovimi vložki in nagradami ter razkriva, kako občutki neenakosti vplivajo na psihološko ravnovesje zaposlenega. V teoretično zaokrožitev smo vključili tudi psihološke dejavnike, kot so občutek pripadnosti, zaznana podpora vodstva, organizacijska klima in stopnja psihološke varnosti, ki skupaj oblikujejo odzive zaposlenih na nepravična ravnanja. V okviru pregleda žvižgaštva smo predstavili definicijo, temeljne značilnosti in motivacijske dejavnike, povezane z odločanjem za prijavo. Posebej smo izpostavili vlogo etičnih norm, zaznano stopnjo tveganja, organizacijsko kulturo in učinkovitost notranjih mehanizmov prijave. Obravnavali smo razlike med namero in vedenjem pri žvižgaštvu ter pojasnili, da občutek moralne obveznosti pogosto ni dovolj za dejansko prijavo, zlasti v okoljih, kjer ni ustrezne zaščite prijaviteljev. Poglobili smo se tudi v posledice prijavljanja nepravilnosti, ki se lahko kažejo kot osebne, družbene in organizacijske, ter v dejavnike, ki vplivajo na to, ali zaposleni ostanejo zavezani etičnemu ravnanju ali se odločijo za anonimno prijavo. V empiričnem delu smo s pomočjo anketnega vprašalnika analizirali zaznave zaposlenih v slovenskih organizacijah. Rezultati kažejo, da številni zaposleni zaznavajo plačne razlike kot izrazite ter pomanjkljivo pojasnjene, kar zmanjšuje občutek pravičnosti in zaupanje v vodstvo. Ugotovili smo, da je zaznana nepravičnost statistično značilno povezana z nižjo organizacijsko pripadnostjo zaposlenih. Prav tako se je pokazalo, da je zaznana pravičnost nagrajevanja statistično značilno in pozitivno povezana z organizacijskim zaupanjem. Nasprotno pa neposredna povezava med pravičnostjo nagrajevanja in pripravljenostjo za anonimno prijavo ni bila statistično potrjena. Ugotovitve raziskave kažejo, da pravičnost pri nagrajevanju pomembno vpliva predvsem na odnos zaposlenih do organizacije (zaupanje in pripadnost), medtem ko pripravljenost za anonimno prijavo neetičnih ravnanj predstavlja kompleksnejši pojav, ki ni neposredno odvisen zgolj od zaznane pravičnosti nagrajevanja. Magistrsko delo tako poudarja pomen preglednih in poštenih sistemov nagrajevanja ter vzpostavljanja stabilnih mehanizmov za prijavo nepravilnosti, saj ti elementi pomembno prispevajo h krepitvi zaupanja zaposlenih in stabilnosti organizacijskega okolja. Rezultati predstavljajo izhodišče za nadaljnje raziskave ter smernice za izboljšanje organizacijskih praks na področju pravičnosti in etičnega upravljanja. In this master’s thesis, we examine the impact of disproportionate rewards among employees on their willingness to submit anonymous tips regarding unethical behaviour. Pay equity represents an important element of organisational functioning, as it influences employee satisfaction, the level of trust in the organisation, and their behaviour in situations where irregularities are perceived. The purpose of the research was to analyse how employees perceive pay differences within the organisation, how these differences affect their motivation and attitude towards management, and to what extent they contribute to the decision to report unethical actions. The theoretical part discusses the multidimensional nature of justice. We first presented pay equity, which includes internal and external equity as well as horizontal and vertical pay relationships among employees. We then examined organisational justice, which consists of distributive, procedural, and interactional justice. Distributive justice refers to the fair allocation of rewards relative to employees’ efforts, procedural justice concerns the fairness and transparency of decision-making processes, and interactional justice relates to the quality of communication and interpersonal treatment within the organisation. We also presented Adams’ equity theory, which is based on comparing individual inputs and outcomes and explains how perceptions of inequity influence the psychological balance of employees. The theoretical framework was complemented with psychological factors such as sense of belonging, perceived managerial support, organisational climate, and the level of psychological safety, all of which shape employee responses to unfair treatment. In the section addressing whistleblowing, we outlined the definition, essential characteristics, and motivational factors associated with the decision to report. Special attention was devoted to the role of ethical norms, perceived risk, organisational culture, and the effectiveness of internal reporting mechanisms. We also examined the distinction between whistleblowing intention and actual whistleblowing behaviour, explaining that a sense of moral obligation is often insufficient for taking action, particularly in environments lacking adequate protection for whistleblowers. Furthermore, we analysed the personal, social, and organisational consequences of reporting misconduct, as well as the factors that influence whether employees remain committed to ethical conduct or decide to submit an anonymous report. In the empirical part of the study, employees’ perceptions in Slovenian organizations were analyzed using a survey questionnaire. The results indicate that many employees perceive pay differences as substantial and insufficiently explained, which reduces their sense of fairness and trust in management. The findings show that perceived injustice is statistically significantly associated with lower organizational commitment. Furthermore, perceived pay fairness was found to be statistically significantly and positively related to organizational trust. In contrast, the direct relationship between pay fairness and the willingness to report unethical behavior anonymously was not statistically confirmed. The findings suggest that fairness in compensation primarily affects employees’ attitudes toward the organization, particularly in terms of trust and commitment, whereas the willingness to submit anonymous reports of unethical conduct represents a more complex phenomenon that is not directly determined solely by perceived pay fairness. The thesis therefore emphasizes the importance of transparent and fair compensation systems, as well as the establishment of stable reporting mechanisms, as these elements contribute significantly to strengthening employee trust and overall organizational stability. The results provide a basis for further research and offer guidance for improving organizational practices in the areas of fairness and ethic Nesorazmerne nagrade anonimni namigi žvižgaštvo neetična ravnanja. Disproportionate rewards anonymous tips whistleblowing unethical behavior. true true false E. Mastnak] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2026-05-19 20:08:30 2026-08-20 14:04:21 2026-08-21 03:08:11 0000-00-00 00:00:00 2026 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.2:174 288352515 MAG_Mastnak_Eva_2026.pdf MAG_Mastnak_Eva_2026.pdf 1 E6A8900A7C90C847CF6D3E8D70A6CE80 11c583c0a1be623accc92bf1da5c9c5ff87a5acfa0e00adbc5ea3f8525984659 670d3cb1-7fac-11f1-bc70-00155d580e34 https://dk.um.si/Dokument.php?lang=slv&id=208260 Ekonomsko-poslovna fakulteta 0 0 0