Contradictory values in the process of organizational change: a case study

Janićijević, Nebojša

doi:10.7595/management.fon.2017.0009

Cited by 3 publications

(5 citation statements)

References 6 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…On the contrary, we found that low-general-skill occupations using technologies at work are at a higher risk of experiencing contradictions at work because of organisational changes. Earlier research (Janicijevic, 2017) suggests that the values of both the employees and the managers may be contradictory, and this contradiction is caused by radical changes in the environment and in the organisation itself. Therefore, an absence of high professional competence can presumably affect adaptation to organisational changes, which are a natural part of the organisation’s development.…”

Section: Discussionmentioning

confidence: 99%

“…“Job insecurity in the workplace” (Factor 1) was measured with nine items from the validated research of Janicijevic (2017) (e.g. “Has your workplace undergone major organisational changes in recent years, or is it about to happen?”), Autor (2015) (“Has the way you work with robotics or artificial intelligence, etc.…”

Section: Methodsmentioning

confidence: 99%

“…In the process of intensive organisational changes of the company, employees and managers’ collective values being inconsistent and contradictory can also cause radical changes both in the environment and in the organisation itself (Janicijevic, 2017). Competition and technologies are likely to have affected motivational policy of organisations, leading to declining organisational commitment and employers’ re-orientation on the implicit bargain policy with older employees (White, 2012).…”

Section: Theorymentioning

confidence: 99%

See 2 more Smart Citations

Job insecurity and technology acceptance: an asymmetric dependence

Krutova

Turja

Koistinen

et al. 2021

JICES

View full text Add to dashboard Cite

Purpose Existing research suggests that the competitive advantage provided by technological development depends to a large extent on the speed and coordination of the technology’s implementation, and on how adoptable the technological applications are considered. While accepting this argument, the authors consider the explanatory model to be inadequate. This study aims to contribute to the theoretical discussion by analysing institutionalised industrial relations and other organisation-level factors, which are important for workplace restructuring and societal change. Design/methodology/approach The analysis is based on a representative nation-wide work and working conditions survey (N = 4,100) from Finland, which includes a variety of themes, including practices, changes and well-being at work. Changes are understood as organisational changes, focusing on modern technologies such as robotisation and digitalisation. Findings The results indicate that occupational division at workplace (low-skilled vs high-skilled occupations) affects job insecurity and acceptance of technologies at work. The characteristics of workplaces, such as the employees’ participation and involvement in the development of the organisation, play a significant part in both the acceptance and the implementation and outcomes of the technological transformations in the workplace. Practical implications The research provides new and interesting insights into working life practices. Furthermore, it reveals how technology acceptance and employment perspectives relate to working conditions and lessons learned from past reforms. Originality/value The authors consider current theories such as technology acceptance model at the micro level and that way rationalise the need for this study. This study shows the importance of individual, organisational and wider contextual factors in technology acceptance.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Section: Theorymentioning

confidence: 99%

See 1 more Smart Citation

Job insecurity and technology acceptance: an asymmetric dependence

Krutova

Turja

Koistinen

et al. 2021

JICES

View full text Add to dashboard Cite

show abstract

“…During the last two decades, there has been an increased interest among the researchers in determining the correlations between the employees' personality, job satisfaction and general work motivation, mainly on the basis that values at both individual and organizational levels have always been perceived as a guide for specific action (Janicijevic, 2017). There are numerous definitions of the concept of personality in the literature.…”

Section: Personality Dimensionsmentioning

confidence: 99%

Moderator Effects of the Employees’ Gender on the Correlation between Facets of Job Satisfaction and Personality Dimensions

Knežević

Nedeljković

Mijatov

et al. 2020

Manage: J. Sustainable Bus. Manage, Solutions Emerging Econ.

View full text Add to dashboard Cite

Research Question: The research is oriented towards determining the moderator effects of the employees’ gender (structure) on the correlation between other research constructs, i.e., personality dimensions and job satisfaction. Motivation: Previous research on the influence of employees’ personality dimensions and gender as potential predictors of job satisfaction was also conducted in Serbia. However, no studies could be found in the literature focusing on identifying the moderating effect of the employees’ gender on correlation between job satisfaction and personality dimensions. The results would be of practical importance and applicable in human resource management practice in different organizations, particularly in transitional societies. Idea: The main subject of this research is oriented towards the employees’ dimensions of personality, according to the Big Five personality dimensions, on the one hand, and job satisfaction, on the other. The research was conducted within the conditions of transition, i.e., in the organization that will be under the organizational changes (such as privatization) in the following period. As transition may produce uncertainty of the job positions for the employees (especially within the large public-owned monopolistic enterprises), it could be considered that organizational changes, such as privatization, could affect job dissatisfaction to a significant extent. Data and Tools: The survey research was conducted within the large public-owned monopolistic enterprises in Serbia on the sample of 116 employees. Findings: The research results pointed out that the employees’ gender significantly shaped the correlation between all of the personality dimensions, on the one hand, and different facets of job satisfaction, on the other. Namely, in case of male employees, statistical significance was shown between Extraversion and Pay, Extraversion and Operating Conditions, Conscientiousness and Pay, Conscientiousness and Rewards, Neuroticism and Benefits. In case of female employees, the statistical significance was shown between Agreeableness and Benefits, Conscientiousness and Benefits and finally between Neuroticism and Supervision. Contribution: The obtained results may have practical implications in the form of providing the database for further improvement of the human resource management within the transitional economies, such as Serbian.

show abstract

“…However, defining core activities is not as easy as it seems and cost-cutting single-mindedness can put the outsourcing decision on the wrong track [23]. Values held within the company can also influence the decision, as this is in essence organizational change [24]. Even McIvor is aware of this drawback and in his last phase talks about analysis of relations between organizational units [9].…”

Section: Insourcingmentioning

confidence: 99%

The project of insourcing before the project of outsourcing: extension of the De Boer’s algorithm

Ražnatović¹,

Čudanov²,

Jaško³

2019

Proceedings of the 5th IPMA SENET Project Management Conference (SENET 2019)

View full text Add to dashboard Cite

Traditional approaches to outsourcing are commonly biased towards the outsourcing decision and consequently become a self-fulfilling prophecy. Departments destined for outsourcing are picked by management with prejudice as the least valuable with little or no regard to their features and place in the internal organizational network. Therefore, moving away from value chain to the analysis of relations between organizational units can aid managers better in the decision-making process. We propose extension of De Boer, Gaytan & Arroyo algorithm. Our study is based on the in-depth study of organizational process, existing literature and specific case of outsourcing. Our conclusion is that the analysis of insourcing before the outsourcing decision is needed and we propose a set of questions before the outsourcing decision is made.

show abstract

Contradictory values in the process of organizational change: a case study

Cited by 3 publications

References 6 publications

Job insecurity and technology acceptance: an asymmetric dependence

Job insecurity and technology acceptance: an asymmetric dependence

Moderator Effects of the Employees’ Gender on the Correlation between Facets of Job Satisfaction and Personality Dimensions

The project of insourcing before the project of outsourcing: extension of the De Boer’s algorithm

Contact Info

Product

Resources

About