Izzivi sodobnega delovnega okolja

Magdalenić, Matej

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Title:	Izzivi sodobnega delovnega okolja
Authors:	ID Magdalenić, Matej (Author) ID Treven, Sonja (Mentor) More about this mentor...
Files:	MAG_Magdalenic_Matej_2021.pdf (2,11 MB) MD5: 9DAA4262807538E2544AE209DB0EDF53 PID: 20.500.12556/dkum/736ae81b-4287-471a-818e-97b90bff6dab
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Uspešnost upravljanja človeških virov in prilagajanje sodobnemu svetu sta osnovi uspešne organizacije. Zato je treba zaposlene ne samo spoštovati in ceniti, temveč se jim tudi prilagajati z ustvarjanjem delovnega okolja, v katerem bodo ljudje uspevali in bo fleksibilno v taki meri, kot si bodo ljudje želeli. Delovno okolje mora postati sodobno ne glede na vrsto dela, ki ga izvajajo zaposleni, saj je njegova vrednost tretjina človekovega življenja in zato je še kako pomembno, da bo pozitivno vplivalo na življenja ljudi. Sodobno delovno okolje je še neopredeljeno in slabo raziskano področje managementa človeških virov, prav tako izzivi, ki izhajajo iz tega področja. V domači in tuji literaturi se raziskave omejujejo le na posamezne dele delovnega okolja, kot so npr. raziskave dela na daljavo, zdravega delovnega okolja ipd. V znanstveni sferi pa ne zaznavamo prave opredelitve sodobnega delovnega okolja in kaj v to poimenovanje spada. Zato smo v magistrsko delo vključili vse dejavnike, ki so pomembni in ključni, da lahko neko delovno okolje poimenujemo sodobno delovno okolje, primerno današnjemu času. Namen magistrskega dela je s teoretičnimi izhodišči opredeliti sodobno delovno okolje, ki bo temelj razumevanja sodobnega okolja in bo služil za nadaljnje raziskave te zasnove delovnega okolja. Raziskovalni del magistrskega dela je namenjen iskanju odgovorov na izzive, s katerimi se srečujejo zaposleni v sodobnem delovnem okolju, zato smo v raziskavo uvrstili več pomembnih dejavnikov, ki odkrivajo različne izzive zaposlenih v sodobnem delovnem okolju. Med te dejavnike spadajo: delovno okolje, sodoben oz. fleksibilen delovni čas, socialna izolacija, delovni prostori v sodobnih ureditvah dela, finančne razmere zaposlenih, nadzor nad zaposlenimi na daljavo, digitalizacija delovnega okolja in doživljanje delovnega stresa ter konfliktov v sodobnem delovnem okolju. Posamezne dele oz. izzive sodobnega delovnega okolja smo merili z več trditvami, za katere so zaposleni ocenjevali svoje strinjanje z njimi. Za izvedbo raziskave smo v vzorec uvrstili zaposlene, ki so del sodobnega delovnega okolja, oz. smo se glede na pomanjkanje konstrukta sodobnega delovnega okolja v Sloveniji osredotočili na zaposlene, ki delo opravljajo v sodobnih ureditvah dela (delo od doma, na daljavo in hibridno) in so tako del sodobnega delovnega okolja. Zbiranje podatkov je potekalo s spletno anketo, ki je vključevala 475 zaposlenih, od tega jo je v celoti izpolnilo 243 zaposlenih (ostalo so bili neuspešno rešeni oz. nerešeni vprašalniki). V raziskavi smo pri preverjanju hipotez ugotovili, da obstaja statistično značilen pozitiven vpliv sodobnega delovnega okolja na finančni položaj zaposlenih v takem okolju (hipoteza H1). Na področju socialne izolacije in fleksibilnosti delovnega časa smo ugotovili, da obstaja statistično značilen pozitiven vpliv fleksibilnosti delovnega časa na občutek socialne izoliranosti zaposlenih v sodobnem delovnem okolju (hipoteza H2). Pri preverjanju hipoteze H3 smo ugotovili statistično značilen pozitiven vpliv digitalizacije na delovne prostore zaposlenih v sodobnem delovnem okolju. Pri hipotezi H4 smo preverjali, ali so zaposleni ženskega spola v sodobnem delovnem okolju dovzetnejši za delovni stres kot pa zaposleni moškega spola, in ugotovili, da ne obstaja bistvena razlika med zaposlenimi ženskega spola in zaposlenimi moškega spola v dovzetnosti za delovni stres v sodobnem delovnem okolju. Pri obeh spolih je delovni stres v sodobnem delovnem okolju prisoten v manjši meri. S hipotezo H5 smo preverjali, ali zaposleni, ki so starejši od 41 let, uspešneje uravnavajo poklicno in zasebno življenje v sodobnem delovnem okolju kot pa mlajši od 41 let. Ugotovili smo, da ne obstaja bistvena razlika med zaposlenimi, ki so starejši od 41 let, in zaposlenimi, ki so mlajši od 41 let, v uspešnosti uravnavanja poklicnega in zasebnega življenja v sodobnem delovnem okolju, saj oboji uspešno uravnavajo ta dva vidika življenja v sodobnem delovnem okolju.
Keywords:	Sodobno delovno okolje, delovni čas, zdravo delovno okolje, sodobne ureditve dela, fleksibilno delovno okolje.
Place of publishing:	[Maribor
Publisher:	M. Magdalenić
Year of publishing:	2021
PID:	20.500.12556/DKUM-80256
UDC:	331.4
COBISS.SI-ID:	82022915
Publication date in DKUM:	22.10.2021
Views:	1819
Downloads:	383
Metadata:
Categories:	EPF
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	03.09.2021

Secondary language

Language:	English
Title:	Challenges of modern work environment
Abstract:	Successful human resource management and adaptation to the modern world are fundamental to successful organization. Therefore, employers must not only respect and value their employees, but also adapt to them by creating a work environment in which they can succeed and which is flexible to the extent that their employees want it to be. Modern work environments is an area of human resource management that has not yet been defined and is poorly researched; so are the challenges arising from this area. In domestic and foreign literature, research is limited to specific parts of work environments, such as teleworking, a healthy work environment, etc. In the scientific sphere, however, we cannot find a proper definition of modern work environments and what this term entails. This is why we included in our master's thesis all the factors that are important and crucial in calling a certain work environment a modern work environment, an environment that meets modern-day requirements. The aim of this master's thesis is to define, through theoretical starting points, a modern work environment, which will be the basis for understanding modern environments and will serve for further research into the concept of a work environment. The empirical part of this master's thesis is aimed at identifying responses to the challenges faced by employees in a modern work environment. This is why this framework includes important factors that reveal different challenges of employees in a modern work environment, such as a work environment, modern or flexible working hours, social isolation, workspaces in modern work arrangements, employees' financial situation, remote employee control/monitoring, digitalization of work environments, and work stress and conflicts experienced in modern work environments. We measured individual parts/challenges of modern work environments with several statements, and the employees assessed to what extent they agree with them. In order to carry out the survey, we included employees who are part of modern work environments or, given the lack of modern work environments in Slovenia, we focused on employees who work in modern work arrangements (work at home, remote work, and hybrid work) and are thus part of modern work environments. Data collection was carried out by the means of an online survey, involving 475 employees, of which 243 employees completed the entire survey (the rest were either unsuccessful or not completed). In the context of the survey, we found that there is a statistically significant positive impact of a modern work environment on the financial situation of employees in a such environment (H1 hypothesis). In the field of social isolation and flexible working hours, it was found that there is a statistically significant positive impact of flexible working hours on the sense of social isolation of employees in a modern work environment (H2 hypothesis). When examining the H3 hypothesis, we found a statistically significant positive impact of digitalization on the workplace of employees in a modern work environment. In the H4 hypothesis, we examined whether female employees in a modern work environment are more susceptible to work stress than male employees, and found that there is no substantial difference between female and male employees in relation to the susceptibility to work stress in a modern work environment. Both sexes are under some work stress in a modern work environment. The H5 hypothesis suggests that employees over the age of 41 manage their professional and private lives more effectively in a modern work environment than those under the age of 41. We found that there are no two significant differences between perceptions of employees over 41 and those under the age of 41 as regards balancing their professional and private lives in a modern work environment, as they both successfully manage both aspects of their lives.
Keywords:	Modern work environment, working hours, healthy work environment, modern work arrangements, flexible work environment.

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