"Employee of the Month" in Romania: a Study on Perceptions

Author(s): Sabina Irimie,Bianca Armean / Language(s): English Issue: 5/2012

An important and complex problem of labor economics in general and of human resource management in particular, is to effectively motivate employees. At the current juncture, under the spectrum of economic crisis, the controversies of theoretical and practical interest such as the importance of the money, the relationship between motivation, satisfaction and performance at work, are more pronounced and more focused on non-financial forms of motivation. At least in part, this is because the usual ways of saving costs in today's organizations seem to aim primarily the expenses on staff (wages, rewards, training funds and so on). In this context, the paper aims to highlight the perceptions of employees on the program "Employee of the Month", as it was implemented in a Romanian organization (in a hybrid approach, combining monetary rewards and recognition awards specific to most common forms of program). Thus, the main results of our study reflect the opinions of people involved in this program, and allow us to sketch some possible changes based on the feedback from employees, in order to further improve the effectiveness of the program.

"Укриття" четвертого енергоблоку чаес у контексті вдосконалення і розвитку сучасних напрямів дизайн-діяльності

Author(s): Vladimir Syomkin / Language(s): Ukrainian Issue: 35/2015

Humanities and artistic perspective directions of modern design shows the activity of the whole range of ideas to expand on design activities. These questions find their vidobratgggzhennya in various publications, research copyright and printed materials, but systematic scientific study on the said issue a reasoned and available only in the author's book "Design trends and directions of development." The purpose of this article is to develop and justify the design proposals for a solution "Shelter" in the context of optimizing the structure of the aftermath of the disaster at Chernobyl fourth power and the possibility of using this model in the closure of other plants at the end of their life cycle. The staff of the National Research Institute developed a design solution design version of consequences of the Chernobyl disaster (the design development made in 1994). This version does not claim perfection in its design, provides the further development of its components with the participation of a wide range of specialists. This development is typical, although not a typical example sotsiodyzaynu and naturally ecodesign. The initial argument for making design concept were the following considerations: - No reliable theoretical and practical studies perspectives "behavior" of the destroyed fourth power unit at the sarcophagus (any design!), That there is no guarantee that there will be no explosion or radioactive emissions that continue, will not take a catastrophic power and lead to irreversible consequences to the gene pool of Ukraine and other neighboring countries; - Any construction of any new shelter cannot guarantee its reliability nor save our land from the radioactive genie, nobody can also insure us from the underground penetration of radiation into the environment in the area of shelter; - Construction of any sarcophagus in the area over the fourth power structures attached third power associated with difficulty in terms of long-term autonomy of such facilities. In Ukraine, as in the world, the problem of nuclear power plants that have exhausted their resources, is in fact not yet done, and the chance of turning them in the future, for example, cyclopean sarcophagi cannot zhahnuty humanity absurdity of such a perspective. In fact, areas with similar sarcophagi are hundreds of years and this exclusion zones at least. So sarcophagus not be regarded as an optimal perspective or in the case of the fourth power unit of Chernobyl, nor at the decision of a wider problem: what to do with nuclear power plants at all – at the end of their life? Based on the foregoing, we believe that this time the international community should not be the task of strengthening the sarcophagus (although current work necessary), and elimination of radioactive masses fourth power, the elimination of the sarcophagus, deactivation of all land in the area sarcophagus. Everything must be accompanied by processing whole mass contaminated by radiation from the strictest observance of environmental safety in the course of the whole process of elimination, but science has not yet found effective technologies to this problem.

12-18 Yaş Aile Eğitimi Programının Aile İşlevlerine Etkisi

Author(s): Sema Şimşek,Hasan Atak / Language(s): Turkish Issue: Suppl. 1/2021

In this study, the effect of 12-18 Age Family Education Program (AEP) on family functions was examined in a quasi-experimental study. The families in the experiment and control groups of the study were selected by purposeful sampling method. Self-Assessment Scale, The Family Assessment Device (FAD) and Me as a Parent Scale (MPS) were used as pretest-posttest data collection tools. A 14-session Family Education Program was carried out in the experimental group. No study was conducted with the control group. In the experimental group, it was observed that there was a significant difference between the pre-test and post-test scores of the sub-scales of problem solving, parenting roles, affective responsiveness, affective involvement, controlling behaviors, and general functioning and there was no significant difference in terms of communication function. A significant difference was also found between the pretest and post-test means of self-regulation skills. As a result, it was determined that the family education program was effective on parents. In the control group, no significant difference was found between the pretest-posttest scores in the subscales of problem solving, communication, affective responsiveness, affective involvement and controlling behaviors. A significant difference was found between the pre-test and post-test scores of parenting roles and general functioning subscales. There was no significant difference between the pre-test and post-test means of the control group parents' self-regulation skills. In the control group, where training was not applied, there was no change in general.

410 Romanian Managers’ Opinion Regarding the Place and Role of the Organizational culture in the Sustainable Development Management

Author(s): H. C. Ion Petrescu / Language(s): English Issue: 3/2011

In the sustainable development management, the following important elements are present and operate: rules of conduct, values, aspirations and expectations, beliefs, specific myths, learned behavior patterns, habits, visible symbols of the company, motivation / reward systems, rights and obligations, components of the organizational culture. These generate the way the activities of sustainable development are structured. The organizational culture influences the sustainable development at the economic, social and environmental level. It contains sustainable values for change, oriented towards the sustainable development management.

A Multilevel Study of Relationships between Leaders’ Dark Triad and Employee Burnout: Mediating Role of Perceived Dark Leadership

Author(s): Ufuk Başar / Language(s): English Issue: 3/2020

Purpose – The aim of this research was to determine whether there are relationships between leaders’ dark triad and employee burnout and whether employees’ perception of dark leadership mediates these relationships. Design/methodology/approach – For this purpose, surveys were conducted in the Ankara, Istanbul, Izmir, Bursa, Samsun, Ordu, Antalya, Gaziantep, and Mugla provinces of Turkey in units of 12 different private security companies. The sample consisted of 116 leaders and 494 employees who reported to those leaders. Because the sample comprised two levels (i.e., individual and group levels), the data were analyzed through the hierarchical linear modeling technique. Findings – The findings indicated that there were significant relationships between perceived dark leadership and employee burnout, between leaders’ dark triad and perceived dark leadership, and between leaders’ dark triad and employee burnout. Additionally, perceived dark leadership mediated the relationships between leaders’ dark triad and employee burnout. Discussion – This research contributed to the theory by uncovering the mediating role of perceived dark leadership between dark personality traits of leaders and employee burnout. Additionally, significant relationships were discovered between research variables through multilevel analyses that resulted in more robust implications. Moreover, practitioners are able to improve managerial processes by paying attention to undesired consequences of dark leadership and leaders’ dark triad.

A new method of job evaluation

Author(s): Wiktor Adamus / Language(s): English Issue: 1/2009

Job within organization can be discussed in the context of its quantity possible to do, quality resulting from its difficulty level and effect achieved by the employee that is effects of his work. To measure job from a quantitative point of view we use work norms as a function of time standards, products quantity or service level. It is much more difficult to measure qualitative job parameters than measuring quantity of job and its effects. In the literature we know several methods to job evaluation. However, none of them determines precisely the value of individual job evaluation within organization. The paper aims to develop a new method to measure and assess qualitative parameters of job in a simple, transparent, universal and timeless way. When evaluating a given feature, factor, object, subject we weight various quality and quantity criteria relative to an accepted pattern or value in a given organization, society or culture. Weight (priorities) determined based on comparisons designate relative value of a comparative factor. Building a system of job evaluation in the organization 7. synthetic criteria were taken: knowledge, experience, wisdom, psychological and physical effort, intellectual effort, responsibility and cooperation. Each synthetic criterion was given a few analytical criteria, which in turn was assigned a verbal, adjective level of intensity. To solve the problem we used a multicriterial problem solution method AHP (Analytic Hierarchy Process). By pair wise comparison of each synthetic criteria (on a verbal scale) in relation to job quality in the Saaty’s fundamental scale we arrived a weight comparison matrix (priorities) within the range [>0,<1]A sum of weights from comparisons of all synthetic criteria is equal to one. Next, the same scale was used for comparisons of analytical criteria (sub criteria) and their values in relation to particular synthetic criteria. Each analytical criterion was given weight (priority) resulting from comparisons, their total sum for each synthetic criterion is also equal to one. Next, each analytical sub-criterion in the system of work quality assessment was assigned adjectival level of intensity, also in a numerical scale calculated from a matrix of verbal adjectival comparison scale. The sum of those weights is also equal to 1. Our method differs from all its predecessors by the fact that a final weight (priority) for a given analytical factor is a multiplicative value transferring values from synthetic criteria onto analytical, those in turn into point assessments. Certain interdependencies between factors examined are not linear, just like in a real world. Having all the numerical values for all synthetic, analytical criteria and analytical intensity sub criteria, we calculated point values of hundreds of possible work positions in various enterprises. All those values were aggregated in matrices (tables). The method developed has a universal value in the sense, that with its use the job that can be valued can be directly manufacturing (service) as well as indirect – managerial or administrative. Moreover it can be used in various organizations, cultures, societies or states. The method is well grounded in cognitive psychology, applied mathematics and computer science.

A Novel Classification Model for Employees Turnover Using Neural Network to Enhance Job Satisfaction in Organizations

Author(s): Tarig Mohamed Ahmed / Language(s): English Issue: 2/2021

The most important challenge facing modern organizations is to keep their employees as valuable assists. Employee turnover is one of these challenges. This paper aims to develop a novel model that can help decision-makers to classify the problem of Employee Turnover. The proposed model is based on machine learning algorithms. The model was trained and tested by using a dataset that consists of 1470 records and 25 features. To develop the research model, many experiments had been conducted to find the best one. Based on implementation results, the Neural Network algorithm is selected as the best one with an Accuracy of 84% and AUC (ROC) of 74%. By validation mechanism, the model is acceptable and reliable to help origination decision-makers to manage their employees in a good manner and setting proactive plans to keep them. Besides the model, three important features should be dealt with carefully as Over Time, Job Level, Monthly Income.

A PREDICTIVE MODEL OF SHADENFREUDE, A MACHIAVELLIANISM FACET

Author(s): Dana Rad,Edgar Demeter,Roxana Maier / Language(s): English Issue: 1/2021

Scientific literature on the dark triad and antisocial behavior has recently attracted the interest of researchers to effectively understand the complexities of human aggressiveness. In addition, studies showed that rule-breaking, physical violence, and social hostility represented three aspects of antisocial behavior, underlying of the Machiavellian correlation of specific deviant and antisocial behaviors, such as workplace difficulties, disruptive and counter-productive job action, and deception.Mach IV scale, initially created by Christie and Geis, is commonly employed for the measurement of Machiavellianism. However, this scale was criticized for its psychometric characteristics. While the construction was conceived as multidimensional, and the scale was congruent with measures of interpersonal tactics, a cynical view of humanity, and disregarding morality, it was generally utilized as a one-dimensional test.In order to clarify the evaluation of the sub-facet pessimistic perception of human existence, we explore the idea of Shadenfreude, described as the gratification gained by another from the suffering of another individual.Our research utilized convenience sampling technique, targeting a pool of 390 participants from Romania. For measuring Shadenfreude, this research has used a single item research question, along with other psychological dimensions measurements, in an online survey shared on social media platforms. Our research investigated if the difficulties in following the rules, superiority, and aggressivity are powerful predictors of schadenfreude. The obtained results validate our hypothesis, confirming that if an individual is characterized by a high level of difficulties in following the rules, superiority and aggressivity, there is a 16% probability that the person will develop a schadenfreude attitude towards peers. Discussion and implications are presented.

A qualitative research on organizational peace in schools

Author(s): Yurdagul Dogus / Language(s): English Issue: 4/2019

The concept of organisational peace is a dynamic situation that can develop through open communication, whose main elements are justice, trust and goodwill, and affect the peace and happiness of individuals. Organisational peace consists of two dimensions such as ‘internal organisational peace’ and ‘external organisational peace’. ‘Internal organisational peace’, which is formed by relations and conditions within the organisation itself, is influenced by four factors such as individual, organisational, managerial and job characteristics. The ‘external organisational peace’, which is formed by the organisation's relations with others, stems from the direct–indirect, optional or obligatory interactions of the organisation. External organisational peace is influenced by five factors such as hierarchical relations, close environment, other organisations, society and global relations. This research is the first study that provides a conceptual framework for the concept of organisational peace and examines the concept of organisational peace empirically. The aim of this study is to determine the views of teachers in the ‘internal organisational peace’ dimension in schools. The research was carried out in the phenomenological design of qualitative research methods. The study group consisted of 10 teachers selected by the criterion sampling method. Teachers explain the concept of organisational peace with happiness, common goals, cooperation, justice, comfort, democratic values, harmony, respect and healthy communication. Factors that promote ‘internal organisational peace’ are positive personality, job satisfaction, fair practices, effective organisational communication, competencies of managers and good physical conditions of the job. Factors that prevent ‘internal organisational peace’ are negative personality, violent behaviour, unfair management, closed communication and bad physical conditions of the job.

A RESEARCH ON THE EFFECT OF INDIVIDUAL VALUES ON SELF-LEADERSHIP BEHAVIOR

Author(s): Sevcan Pinar,Olcay Bige AŞKUN / Language(s): English Issue: Sp. Issue/2022

The concept of self-leadership generally focuses on individuals; internal motivation in order to regulate their actions and their acquisition. At this point, the effect of individual values on the learning and implementation of self-leadership behaviors will be evaluated within the scope of intrinsic motivation and social learning theory. The aim of the research is to examine whether the individual values of managers and employees have an effect on self-leadership behavior. Quantitative research method was used to evaluate within the framework of the research. The research sample consists of managers and employees. It has been observed that the values that guide the behaviors of the managers and employees affect the behaviors of leading them, and the self-perceptions of the individuals increase. It’s thought that examining the effect of individual values on self-leadership behaviors by evaluating the research together within the scope of managers and employees will contribute to the relevant literature.

A Role of Motivational Methods in the Management System in Industry

Author(s): Ganijonovich Jalilov Jamshid / Language(s): English Issue: 05/2014

The main goal of the paper, to discuss mot ivat ional methods in industry enterprises and consumers of production of industrial enterprises. Motivational methods will divide two big groups. Each of big groups include different motivational methods. The first group of motivational methods is complex of stimulating factors, means, key factors and stimulus promoting a better and effective work of enterprise working person.the 2nd-group methods of motivation is complex of factors, means, key factors and the stimulus stimulating consumers of production of food industrial enterprises.

A six-factor model of brand personality and its predictive validity

Author(s): Marko Živanović,Sofija Čerović,Jovana Bjekić / Language(s): English Issue: 2/2017

The study examines applicability and usefulness of HEXACO-based model in the description of brand personality. Following contemporary theoretical developments in human personality research, Study 1 explored the latent personality structure of 120 brands using descriptors of six personality traits as defined in HEXACO model: Honesty-Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness. The results of exploratory factor analyses have supported HEXACO personality six-factor structure to a large extent. InStudy 2 we addressed the question of predictive validity of HEXACO-based brand personality. Brand personality traits, but predominantly Honesty-Humility, accounted for substantial amount of variance in prediction of important aspects of consumer-brand relationship: attitude toward brand, perceived quality of a brand, and brand loyalty. The implications of applying HEXACO-based brand personality in marketing research are discussed.

A Strategic Approach to Conflict Management Systems

Author(s): Laura Adriana Bădițoiu,Aurelia Stanescu / Language(s): English Issue: 5/2018

As a practice of identifying and handling conflicts, conflict management has been subjected to an intense scrutiny and even criticism, coming from both traditionalists (still dominant among Romanian managers), and progressive managers. As a result, conflict management systems got blamed for not including all stakeholders’ interests, as well as for undermining managers’ authority, among other not less important aspects. However, the solution to conflict management systems’ perceived flaws may reside in a strategic approach to conflict management, which should complement each organization’s strategic goals and existing structures, and therefore replace the best practices approach with a configurational approach focused on the best strategic fit for every organization.

A supportive climate may protect employees’ wellbeing from negative humour events:

a test of the affective events theory with humour events

Author(s): Ana Junça Silva,Antonio Caetano,Rita Rueff Lope / Language(s): English Issue: 3/2022

This study investigated: (a) the mediating role of affect between humour events and wellbeing at work and (b) the moderating role of psychological work climate in the indirect relationship between humour events and well-being at work, via affect. The moderated mediation model was tested through a study with 93 full-time employees. We used regressions and bootstrapping analyses to test the moderated mediation model. The findings indicated a significant association between humour events and well-being at work with affect as a mediator. Moreover, psychological work climate was found to significantly moderate the indirect relationship between humour events and well-being at work via affect, such that it become stronger when individuals were in a positive psychological work climate. This paper adds considerable evidence of the relationship between humour-related events and their impact on individuals’ well-being. Psychological work climate strengthens the association between affect and well-being after humour events.

A Systematic Review of the Factors Determining Workaholism: The Role of an Organisation

Author(s): Modesta Morkevičiūtė,Auksė Endriulaitienė / Language(s): English Issue: 85/2021

The results of the studies that examine the link between organizational aspects and employees’ workaholism are scattered and far from consistent. Therefore, the principal purpose of the current paper is to systematically review the scientific literature on the relationship between organizational factors and employees’ workaholism.

A typology of organizational cultures in terms of improvement of the quality management

Author(s): Radoslaw Wolniak / Language(s): English Issue: 17/2013

There is in the paper, the analysis of research conducted by author’s carried out under the Higher Education Grant. There is an original typology of organizational cultures in terms of improvement of quality management. Organizational cultures were divided in their four types: the culture of pro-quality (success), avoidance culture, culture of conservative (stiff) and the culture of enforced changes. The study focuses especially on the culture of pro-quality, for which it had been a detailed characterization.

A. P. Sloan Jr. and leadership

Author(s): Sorin George Toma,Andreea Săseanu,Paul Marinescu / Language(s): English Issue: 19/2014

Organizing the manufacturing processes constituted probably the most difficult challenge in the American automotive industrial in the 1920's. A. P. Sloan Jr. was one of the greatest captains of industry and shaped General Motors Corporation into the largest automotive manufacturer of the world. His creative approach on how to mix a degree of decentralized responsibility with centralized control remains a useful example for even, corporate leader. The aim of our paper is to emphasize the contribution of Sloan Jr. to the development of leadership. The methodological approach is literature review.

Acta Oeconomica Universitatis Selye

Frequency: 2 issues / Country: Slovakia

<p>Acta Oeconomica Universitatis Selye is a peer-reviewed scientific journal of the Faculty of Economics and Informatics of the J. Selye University in Kom&aacute;rno. There are original scientific papers published in the journal in the following fields: economics and economy, management and marketing, trade and businesses, quantitative methods and statistics, management ethics and management psychology..</p>

Adaletin Olmadığı Yerde Islık Çalamamak, Örgütsel Adaletin Whistleblowing (İfşa Etme) Niyeti Üzerine Etkisi

Author(s): Ferda Alper Ay / Language(s): Turkish Issue: 4/2018

Disclosure of unethical practices by employees in organizations, it is important for provide significant improvements in the success and competitiveness of the organization. This study aimed to determine the effect of organizational health perceptions of 112 Emergency Health Services employees on whistleblowing behaviors. In the emergency health services of Sivas Provincial Health Directorate, data was obtained from 250 employees working in 112 emergency health services working in the Provincial Command Center Chief Physician. Descriptive statistics, correlation and regression analysis were used to evaluate the data. According to the research findings, it was determined that there was a significant relationship between organizational justice and whistleblowing behaviors. In addition, organizational justice perception has been found to have a positive effect on whistleblowing behaviors. Ensuring organizational justice, helps in increasing whistleblowing intent and reducing unethical practices in the organization.

ADAPTATION OF FLOURISHING AS POSITIVE PSYCHOLOGY CONCEPT IN LATVIA

Author(s): Ieva Pakse,Guna Svence / Language(s): English Issue: 2/2020

The aim of the study is to adapt linguistically and psychometrically the construct of flourishing and to compare four most popular measuring instruments by looking at their psychometric validity indicators and examining in more details the flourishing level of randomized sample in Latvia (N=312). As this construct was not adapted in Latvia jet, it is a new concept both – in terms of content and psychometry. Therefore, the tasks of research were more related to the study of the construct’s own content by comparing most popular flourishing measuring instruments, their internal consistency, analyzing the convergent validity of measuring instruments, and studying of the relationships between various demographic indicators and the level of flourishing. The research results confirm that flourishing scores of all four measuring instruments mutually correlate, that suggests cross compliance of all four instruments. Demographic indicators as education and occupation are the only ones which are mathematically plausible, but only at trend level correlate with flourishing characteristics. The data adapted in the study and psychometrically tested methodologies can be used in the practice of psychologists and in other studies in the future. The discussion raised the question of why neither gender nor age correlate with flourishing, that contradicts other similar studies in the word.