Kako delovne vrednote zaposlenih sledijo delovnim potrebam organizacij?

Stojov, Janja

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Title:	Kako delovne vrednote zaposlenih sledijo delovnim potrebam organizacij?
Authors:	ID Stojov, Janja (Author) ID Potočan, Vojko (Mentor) More about this mentor...
Files:	MAG_Stojov_Janja_2026.pdf (1,49 MB) MD5: 92A89750C484549A13D8AEC5E87590BC
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 problem usklajenosti delovnih vrednot zaposlenih z organizacijskimi vrednotami v organizaciji X ter njen vpliv na identifikacijo zaposlenih z organizacijo. V sodobnem organizacijskem okolju, ki ga zaznamujejo spremembe, različne generacijske skupine zaposlenih ter povečana pričakovanja glede kakovosti delovnega okolja, postajajo delovne vrednote pomemben dejavnik dolgoročne uspešnosti organizacij. Teoretični del naloge temelji na obravnavi vrednot v organizacijskem kontekstu, pri čemer se opira na teorijo osebnih vrednot ter Schwartzovo teorijo vrednot. Posebna pozornost je namenjena razumevanju delovnih vrednot zaposlenih ter njihovim dimenzijam – kognitivni, afektivni, instrumentalni in prestižni. Obravnavana je tudi vloga managementa človeških virov pri oblikovanju, prenosu in utrjevanju organizacijskih vrednot. Empirični del je bil izveden kot študija primera v organizaciji X. V raziskavi je sodelovalo 104 zaposlenih, kar predstavlja veljavni del anketiranega vzorca. Delovne vrednote zaposlenih so bile analizirane s pomočjo anketnega vprašalnika, organizacijske vrednote pa na podlagi internih dokumentov ter dodatnega vprašalnika za vodstvo. Pri analizi podatkov so bile uporabljene deskriptivne statistične metode ter inferenčne metode (t-test in analiza variance). Rezultati raziskave kažejo, da zaposleni najvišje vrednotijo instrumentalne in socialno-alterne vidike dela, medtem ko so prestižne vrednote ocenjene nižje. Ugotovljene so bile tudi statistično značilne razlike glede na organizacijski položaj. Stopnja usklajenosti med delovnimi vrednotami zaposlenih in vrednotami organizacije se izkazuje kot pomemben dejavnik organizacijske identifikacije ter dolgoročne stabilnosti organizacije. Na podlagi ugotovitev so oblikovana priporočila za krepitev prenosa in utrjevanja organizacijskih vrednot v praksi.
Keywords:	delovne vrednote, organizacijske vrednote, osebne vrednote, usklajenost vrednot, identifikacija zaposlenih, organizacijska kultura, management človeških virov
Place of publishing:	Maribor
Publisher:	J. Stojov]
Year of publishing:	2026
PID:	20.500.12556/DKUM-97981
UDC:	005.73:331.1
COBISS.SI-ID:	287484163
Publication date in DKUM:	11.08.2026
Views:	251
Downloads:	9
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:	06.05.2026

Secondary language

Language:	English
Title:	How do employees' work values align with the work needs of organizations?
Abstract:	The master's thesis addresses the problem of the alignment of employees' work values with the organizational values in organization X and its impact on employees' identification with the organization. In modern organizational environments characterized by change, diverse generations of employees, and increased expectations regarding the quality of the work environment, work values are becoming an important factor in the long-term success of organizations. The theoretical part of the assignment is based on the treatment of values in an organizational context, drawing on the theory of personal values and Schwartz's theory of values. Special attention is given to understanding the work values of employees and their dimensions – cognitive, affective, instrumental, and prestige. The role of human resource management in the formation, transfer, and reinforcement of organizational values is also discussed. The empirical part was conducted as a case study in organization X. The study involved 104 employees, which represents a valid sample of the surveyed population. The work values of employees were analyzed using a survey questionnaire, while organizational values were based on internal documents and an additional questionnaire for management. For data analysis, descriptive statistical methods and inferential methods (t-test and analysis of variance) were used. The results of the research show that employees value the instrumental and socio-alternative aspects of work the highest, while prestige values are rated lower. Statistically significant differences were also found with regard to organizational position. The degree of alignment between employees' work values and the organization's values is shown to be an important factor in organizational identification and long-term stability of the organization. Based on the findings, recommendations are made to strengthen the transfer and consolidation of organizational values in practice.
Keywords:	work values, organizational values, personal values, value congruence, employee identification, organizational culture, human resource management

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