Zavzetost zaposlenih v javni in zasebni organizaciji

Podobnik, Jerca

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Title:	Zavzetost zaposlenih v javni in zasebni organizaciji
Authors:	ID Podobnik, Jerca (Author) ID Bernik, Mojca (Mentor) More about this mentor...
Files:	MAG_Podobnik_Jerca_2026.pdf (1,40 MB) MD5: 6ED8A2043C2E66936B52D93C523BB177
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Magistrsko delo obravnava zavzetost zaposlenih v javni in zasebni organizaciji. Namen raziskave je bil ugotoviti morebitne razlike v zavzetosti zaposlenih med obema tipoma organizacij ter identificirati ključne dejavnike, ki vplivajo na zavzetost. V teoretičnem delu smo opredelili pojem zavzetosti zaposlenih, predstavili njene dimenzije ter dejavnike, ki vplivajo nanjo. Poseben poudarek je bil namenjen Gallupovemu modelu zavzetosti zaposlenih, ki temelji na hierarhični strukturi potreb zaposlenih – od osnovnih pogojev za delo, preko motivacije in pripadnosti do osebne rasti in razvoja. Empirični del temelji na kvantitativni raziskavi, izvedeni s pomočjo anketnega vprašalnika. Podatki so bili zbrani med zaposlenimi v javni in zasebni organizaciji ter analizirani z ustreznimi statističnimi metodami. Rezultati raziskave so pokazali, da med zaposlenimi v javni in zasebni organizaciji obstajajo določene razlike v povprečnih vrednostih posameznih dimenzij zavzetosti, vendar te razlike niso statistično značilne. Kljub temu so se pokazali določeni trendi: zaposleni v zasebni organizaciji so nekoliko višje ocenjevali osnovne pogoje dela in motivacijske dejavnike, medtem ko so zaposleni v javni organizaciji višje ocenjevali medosebne odnose, pripadnost organizaciji in občutek smisla dela. Ugotovljeno je bilo, da na zavzetost zaposlenih pomembno vplivajo dejavniki, kot so komunikacija, vodenje, priznanje ter možnosti za razvoj. Na podlagi ugotovitev lahko zaključimo, da zavzetosti zaposlenih ni mogoče pojasniti zgolj z vrsto organizacije, temveč gre za kompleksen pojav, na katerega vpliva širši nabor organizacijskih in individualnih dejavnikov.
Keywords:	zavzetost, zaposleni, javna organizacija, zasebna organizacija
Place of publishing:	Maribor
Year of publishing:	2026
PID:	20.500.12556/DKUM-98029
COBISS.SI-ID:	287188995
Publication date in DKUM:	06.08.2026
Views:	221
Downloads:	6
Metadata:
Categories:	FOV
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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:	08.05.2026

Secondary language

Language:	English
Title:	Engagement of employees in public and private organizations
Abstract:	This master’s thesis examines employee engagement in public and private organizations. The purpose of the study was to determine whether there are differences in employee engagement between the two types of organizations and to identify the key factors that influence engagement. In the theoretical section, the concept of employee engagement is defined, its dimensions are presented, and the factors influencing it are identified. Special emphasis is placed on Gallup’s model of employee engagement, which is based on a hierarchical structure of employee needs—ranging from basic working conditions, through motivation and a sense of belonging, to personal growth and development. The empirical part is based on a quantitative study conducted using a survey questionnaire. Data were collected from employees working in public and private organizations and analyzed using appropriate statistical methods. The results show that some differences exist in the average scores of individual engagement dimensions between employees in public and private organizations; however, these differences are not statistically significant. Nevertheless, certain trends emerged: employees in the private sector rated basic working conditions and motivational factors slightly higher, while employees in the public sector rated interpersonal relationships, organizational commitment, and sense of meaning at work higher. The study found that factors such as communication, leadership, recognition, and opportunities for development significantly influence employee engagement. Based on these findings, it can be concluded that employee engagement cannot be explained solely by the type of organization; rather, it is a complex phenomenon influenced by a broader set of organizational and individual factors.
Keywords:	employee engagement, employee, public organization, private organization

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