Delovne vrednote slovenskih organizacij

Fijavž Pečnik, Tjaša

| | SLO | ENG | Cookies and privacy

Bigger font | Smaller font

First page > Show document

Show document

Title:	Delovne vrednote slovenskih organizacij
Authors:	ID Fijavž Pečnik, Tjaša (Author) ID Potočan, Vojko (Mentor) More about this mentor...
Files:	MAG_Fijavz_Pecnik_Tjasa_2026.pdf (1,68 MB) MD5: 6823678C6C90A46FDFDB60D7EF530053
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Magistrsko delo obravnava delovne vrednote zaposlenih v Sloveniji ter njihovo ujemanje s tipičnimi delovnimi vrednotami slovenskih in tujih organizacij. Delovne vrednote predstavljajo pomemben dejavnik, ki vpliva na motivacijo zaposlenih, njihovo zadovoljstvo pri delu, organizacijsko pripadnost ter odločitev za izbiro ali menjavo zaposlitve. Namen raziskave je bil ugotoviti, katere delovne vrednote zaposleni v Sloveniji ocenjujejo kot najpomembnejše ter v kolikšni meri se te vrednote ujemajo s tipičnimi vrednotami slovenskih in tujih organizacij. Teoretični del magistrskega dela obravnava vrednote posameznikov, organizacijske vrednote in delovne vrednote ter njihov pomen za delovanje posameznika in organizacije. Posebna pozornost je namenjena štirim skupinam delovnih vrednot: kognitivnim, instrumentalnim, socialnim in prestižnim delovnim vrednotam. V nadaljevanju so predstavljene tudi tipične delovne vrednote slovenskih in tujih organizacij, ki predstavljajo osnovo za primerjalno analizo z delovnimi vrednotami zaposlenih. Empirični del raziskave temelji na anketnem vprašalniku, s katerim smo preučili delovne vrednote zaposlenih v Sloveniji ter analizirali razlike glede na starost anketirancev. Rezultati raziskave kažejo, da zaposleni največji pomen pripisujejo kognitivnim delovnim vrednotam, zlasti možnosti osebnega razvoja, zanimivemu in smiselno zasnovanemu delu ter uporabi znanja in sposobnosti. Pomembno vlogo imajo tudi socialne delovne vrednote, predvsem dobri medosebni odnosi in pozitivno delovno okolje. Instrumentalne delovne vrednote, kot sta varnost zaposlitve in stabilnost, so prav tako pomembne, zlasti pri starejših zaposlenih, medtem ko prestižne delovne vrednote, kot sta status in vpliv, zavzemajo manj pomembno mesto. Rezultati primerjalne analize kažejo, da se delovne vrednote zaposlenih delno razlikujejo od tipičnih delovnih vrednot slovenskih organizacij, ki pogosto poudarjajo stabilnost, odgovornost, zanesljivost in dolgoročno usmerjenost. Po drugi strani je bilo ugotovljeno večje ujemanje delovnih vrednot zaposlenih s tipičnimi vrednotami tujih organizacij, ki dajejo večji poudarek razvoju zaposlenih, inovativnosti, odprti komunikaciji in dobremu počutju zaposlenih. Ugotovitve magistrskega dela potrjujejo pomen usklajenosti med delovnimi vrednotami zaposlenih in organizacijskimi vrednotami, saj večje ujemanje pozitivno vpliva na zadovoljstvo zaposlenih, njihovo motivacijo in organizacijsko pripadnost. Na podlagi ugotovitev so oblikovani tudi predlogi za organizacije, kako lahko z boljšim upoštevanjem delovnih vrednot zaposlenih prispevajo k večji stabilnosti zaposlenosti, večji zavzetosti zaposlenih in dolgoročni uspešnosti organizacije.
Keywords:	delovne vrednote, organizacijske vrednote, zadovoljstvo zaposlenih
Place of publishing:	Maribor
Publisher:	T. Fijavž Pečnik]
Year of publishing:	2026
PID:	20.500.12556/DKUM-97119
UDC:	331.101.3:005
COBISS.SI-ID:	274724099
Publication date in DKUM:	09.04.2026
Views:	177
Downloads:	60
Metadata:
Categories:	EPF
:	Copy citation

Average score:	(0 votes)
Your score:	Voting is allowed only for logged in users.
Share:

Hover the mouse pointer over a document title to show the abstract or click on the title to get all document metadata.

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:	18.02.2026

Secondary language

Language:	English
Title:	Work values of Slovenian organizations
Abstract:	This master's thesis examines the work values of employees in Slovenia and their alignment with the typical work values of Slovenian and foreign organizations. Work values represent an important factor influencing employee motivation, job satisfaction, organizational commitment, and decisions regarding employment and job mobility. The purpose of the research was to determine which work values are considered most important by employees in Slovenia and to what extent these values align with the typical values of Slovenian and foreign organizations. The theoretical part of the thesis addresses individual values, organizational values, and work values, as well as their importance for individuals and organizations. Special attention is given to four groups of work values: cognitive, instrumental, social, and prestige work values. The thesis also presents the typical work values of Slovenian and foreign organizations, which serve as a basis for comparative analysis with employees’ work values. The empirical part of the research is based on a survey questionnaire used to examine the work values of employees in Slovenia and to analyze differences according to age groups. The results indicate that employees assign the greatest importance to cognitive work values, particularly opportunities for personal development, meaningful and interesting work, and the use of knowledge and skills. Social work values, such as positive interpersonal relationships and a supportive work environment, are also highly valued. Instrumental work values, including job security and stability, are especially important for older employees, while prestige work values, such as status and influence, are considered less important overall. The comparative analysis shows that employees’ work values partially differ from the typical values of Slovenian organizations, which often emphasize stability, responsibility, reliability, and long-term orientation. In contrast, a higher level of alignment was found between employees’ work values and the typical values of foreign organizations, particularly regarding employee development, innovation, open communication, and employee well-being. The findings highlight the importance of aligning employee work values with organizational values, as greater alignment positively influences employee satisfaction, motivation, and organizational commitment. Based on the findings, recommendations are proposed for organizations to better align their values with employee expectations, thereby contributing to higher employee engagement, retention, and long-term organizational success.
Keywords:	work values, organizational values, employee satisfaction

Comments

Leave comment

You must log in to leave a comment.

Comments (0)

0 - 0 / 0

There are no comments!

Back