Organizacijska identifikacija kot dejavnik zavzetosti zaposlenih

Kocbek, Jana

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Title:	Organizacijska identifikacija kot dejavnik zavzetosti zaposlenih
Authors:	ID Kocbek, Jana (Author) ID Treven, Sonja (Mentor) More about this mentor...
Files:	MAG_Kocbek_Jana_2026.pdf (1,19 MB) MD5: A8384B464C9557ED5DFAC8260594CDC0
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 organizacijsko identifikacijo in zavzetost zaposlenih ter se osredotoča na povezanost med obema pojmoma. V organizacijah sta namreč organizacijska identifikacija in zavzetost zaposlenih močno povezana z uspešnostjo in učinkovitostjo organizacije. Namen magistrskega dela je bil zato preučiti povezanost med organizacijsko identifikacijo in zavzetostjo zaposlenih in ugotoviti, ali ima organizacijska identifikacija vpliv na stopnjo zavzetosti zaposlenih. V teoretičnem delu so najprej predstavljeni pojmi identitete posameznika, skupinske in socialne identitete ter proces identifikacije, ki predstavlja uvod v organizacijsko identifikacijo oziroma podlago za razumevanje le-te. Nato so opredeljeni pojem organizacijske identifikacije, dejavniki, ki vplivajo nanjo ter učinki na vedenje zaposlenih in posledično na uspešnost organizacije. V nadaljevanju delo obravnava koncept zavzetosti zaposlenih, njegove ključne dejavnike, ravni zavzetosti ter pomen zavzetih zaposlenih za delovanje organizacije. Teoretični del temelji na pregledu slovenske in tuje strokovne literature s področja managementa človeških virov in organizacijskega vedenja posameznikov v organizaciji. Empirični del magistrskega dela temelji na kvantitativni raziskavi, ki smo jo izvedli z anketnim vprašalnikom med zaposlenimi iz različnih dejavnosti in organizacij. Ugotovitve raziskave potrjujejo, da organizacijska identifikacija predstavlja pomemben dejavnik zavzetosti zaposlenih. Rezultati so namreč pokazali, da organizacijska identifikacija pozitivno vpliva na zavzetost zaposlenih, pa tudi na pripravljenost zaposlenih, da pri delu vložijo dodaten napor. V raziskavi smo ugotovili, da zaposleni, ki se močneje identificirajo z organizacijo, izkazujejo višjo stopnjo zavzetosti in večjo pripravljenost vložiti dodaten napor ter tako prispevati k doseganju ciljev organizacije. Ugotovitve tako potrjujejo teoretična izhodišča, da je organizacijska identifikacija pomemben psihološki dejavnik, ki lahko prispeva k boljšim delovnim rezultatom, uspešnosti organizacije in pripravljenosti za dodatna prizadevanja pri delu. Na podlagi ugotovitev raziskave magistrsko delo ponuja prispeva k boljšemu razumevanje odnosa med organizacijsko identifikacijo in zavzetostjo zaposlenih ter prispeva uporabna izhodišča za oblikovanje ukrepov za krepitev pripadnosti zaposlenih, ustvarjanja dobrega in spodbudnega delovnega okolja ter za razvoj organizacijske kulture. Organizacije lahko zavzetost zaposlenih povečajo tudi z razvojem zaupanja, pripadnosti in pozitivne organizacijske identitete, ne le z materialnimi spodbudami.
Keywords:	organizacijska identifikacija, identifikacija, zavzetost zaposlenih, identiteta posameznika
Place of publishing:	Maribor
Publisher:	J. Kocbek]
Year of publishing:	2026
PID:	20.500.12556/DKUM-99266
UDC:	005.32:331.101.3
COBISS.SI-ID:	292540419
Publication date in DKUM:	25.09.2026
Views:	82
Downloads:	1
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:	10.08.2026

Secondary language

Language:	English
Title:	Organizational identification as a factor of employee engagement
Abstract:	This master’s thesis addresses organizational identification and employee engagement, focusing on the relationship between the two concepts. In organizations, both organizational identification and employee engagement are closely associated with the performance and effectiveness of an organization. Therefore, the purpose of this master’s thesis was to examine the relationship between organizational identification and employee engagement and to determine whether organizational identification has an impact on the level of employee engagement. The theoretical part of the thesis first presents the concepts of individual identity, group identity, social identity and the process of identification, which serves as an introduction to organizational identification and provides the basis for its understanding. It then defines the concept of organizational identification, the factors that influence it and its effects on employee behaviour, and, consequently, on organizational performance. The thesis then discusses the concept of employee engagement, its key factors, the levels of employee engagement and the importance of engaged employees for organizational functioning. The theoretical part is based on a review of Slovenian and international professional literature in the fields of human resource management and organizational behaviour. The empirical part of the thesis is based on a quantitative research conducted by a questionnaire survey among employees from different industries and organizations. The findings confirm that organizational identification represents an important factor of employee engagement; the results showed that organizational identification has a positive impact on employee engagement as well as on employees' willingness to put in additional effort in their work. The research found that employees who identify more strongly with their organization demonstrate higher levels of employee engagement and willingness to exert additional effort, thereby contributing to the achievement of organizational goals. Therefore, the findings confirm the theoretical assumptions that organizational identification is an important psychological factor that can contribute to better work performance, performance of an organization and employees' willingness to exert additional efforts at work. Based on the findings, the master's thesis provides a better understanding of the relationship between organizational identification and employee engagement and offers useful implications for developing measures to strengthen employees' sense of belonging, creating a positive and supportive work environment and support the development of organizational culture. Organizations can strengthen employee engagement by developing trust, a sense of belonging and a positive organizational identity, not only through material incentives.
Keywords:	organizational identification, identification, employee engagement, personal identity.

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