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Journal of Engineering Management and Competitiveness (JEMC)
2020, vol. 10, br. 1, str. 48-60
jezik rada: engleski
vrsta rada: izvorni naučni članak
objavljeno: 27/06/2020
doi: 10.5937/jemc2001048T
Creative Commons License 4.0
Organizaciona posvećenost i poverenje zaposlenih na daljinu
an/a
bConnecta d.o.o, Sarajevo, Bosnia and Herzegovina
cUniverzitet 'Union - Nikola Tesla', Fakultet za menadžment - FAM, Sremski Karlovci
dUniverzitet u Novom Sadu, Tehnički fakultet 'Mihajlo Pupin', Zrenjanin

e-adresa: mikaczr@sbb.rs

Sažetak

Ovaj rad ispituje i analizira razlike u organizacionoj posvećenosti i poverenju na poslu između klasično zaposlenih i zaposlenih na daljinu. Dve dodatne kontrolne varijable su uvedene u istraživanje: Pol i starost ispitanika . Istraživanje je obuhvatilo 265 ispitanika zaposlenih u organizacijama u Srbiji (88,3%) i okolnim zemljama (Bosna i Hercegovina, Crna Gora, Hrvatska). Udaljeni zaposleni pokazuju jaču organizacijsku posvećenost i poverenje u posao od klasičnih zaposlenih. Ovo se odnosi na sledeće četiri dimenzije : organizaciona identifikacija, vera u namere vršnjaka, poverenje u postupke vršnjaka i poverenje u akcije menadžmenta. Istovremeno, ukupni uzorak pokazuje da stepen angažovanosti na poslu, kao i stepen lojalnosti organizaciji, ne zavisi od načina rada (konvencionalno ili na daljinu ). Međutim, muški radnici imaju vrlo nizak nivo organizacione lojalnosti i neće im biti problem da napuste svoj trenutni posao ako im se ponudi bolji položaj u nekoj drugoj organizaciji. Stariji radnici na daljinu pokazuju statistički značajno veće poverenje u namere menadžmenta od mlađih radnika. Lideri i rukovodioci u konvencionalnim organizacijama treba da budu svesni potencijala da zaposleni dožive pad u organizacijskoj identifikaciji i poverenju u vršnjake i menadžere. Organizacije koje upražnjavaju rad na daljinu moraju osigurati da muški radnici imaju nisku organizacionu lojalnost i da mogu lako napustiti svoj trenutni posao.

Ključne reči

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