Suchergebnisse

Abstract
In an information society, the Information Technology (IT) infrastructure of enterprises is important for their performance. Since in the last few decades the Multiple Criteria Decision Making (MCDM) methods have already turned out to be very applicable in solving problems, this article explores the particularities of the frame procedure for MCDM by using the group of methods based on assigning weights in the selection of IT products and services in enterprises. Special attention is given to the methods for establishing the judgements on criteria's importance, based on the interval scale. The procedure is completed for considering interactions - synergies and redundancies - among criteria, which can strengthen the decision making basis in the selection of the most appropriate IT product or service. The applicability of the above mentioned frame procedure is illustrated via a reallife case - the selection of the most appropriate storage array

PurposeThe main aim of the paper is to establish the effects of appropriately organized work as well as the effects of the employees' concerns related to work during the COVID-19 pandemic on work efficiency and work satisfaction among employees working from home during this period. The empirical research includes 619 employees in Slovenia, who participated in the survey during the COVID-19 pandemic.Design/methodology/approachStructural equation modeling was used in exploring the effects between constructs.FindingsBased on the results, the authors found that appropriately organized work during the COVID-19 pandemic has a positive effect not only on the work efficiency of employees who work from home during the COVID-19 pandemic in Slovenia but also on their work satisfaction. Also, based on the results, the authors found that the employees' concerns related to work during the COVID-19 pandemic have a negative effect on the work efficiency and on the work satisfaction of employees who work from home during this period in Slovenia.Originality/valueThe COVID-19 pandemic dramatically changed the way we live and work; therefore, this paper contributes to the creation of new working conditions and employee management during and also after the COVID-19 pandemic.

AbstractThe article introduces the Quantified Dialectical Systems Theory (DST), which is one of the cases of new systems theories. It arises from the need for the appropriate knowledge about the basics of both systems theory and the applied computer supported qualitative and quantitative methods that can help individuals or groups in researching important complex decision‐making problems; among them we emphasize the multi‐criteria decision‐making (MCDM) ones. Moreover, the article presents the framework procedure for MCDM, based on assigning weights, which we developed by following the original procedures of several MCDM methods, adapted mainly by the conclusions of experts in practice regarding the suitability of different multi‐criteria methods, and own experience. We demonstrate how the DST's guidelines defining the subjective starting points can be followed when approaching MCDM problems step‐by‐step, as well as the DST's guidelines concerning implementation of starting points. In the efforts to support creating and decision‐making it helps a lot, if the application of theory can take place in an informal style. This article introduces ways of incorporation of informal systemic thinking and the DST's guidelines in the framework procedure for MCDM when solving several real‐life complex problems, presented by example cases. Copyright © 2010 John Wiley & Sons, Ltd.

Abstract

Background and Purpose: In Slovenia, few management buyout (MBO) studies have been carried out. The focus was mostly on the motives for acquisition of companies and the success rate of the acquisitions. This paper aims to analyse the indicators which suggest an impending bankruptcy or financial restructuring of companies and explore how these indicators are different for successful and unsuccessful MBOs.

Methodology: In the survey, we included 23 selected MBOs in Slovenia between 2005 and 2008, using the following financial and non-financial indicators: profitability, performance, solvency and liquidity, using the analytic hierarchy process method. The key aim of the survey was to use financial and non-financial indicators to study if target companies where bankruptcy or financial restructuring has not yet been initiated prevalently have higher aggregate values compared to those in which bankruptcy or financial restructuring procedures have already begun. Thus, we used the selected indicators to demonstrate one of the possible methods to predict the success of a particular MBO.

Results: We found that in most examples of unsuccessful MBOs, target companies have poorer results in terms of performance, solvency and liquidity, when compared to successful MBOs. Based on the selected areas, we divided the results into four quarters. We found that most target companies where MBOs had been unsuccessful are ranked in a lower quarter than most of the target companies where the MBOs had been successful.

Conclusion: The papers main contribution is the finding that the selected financial and non-financial indicators differ in cases of successful and unsuccessful MBOs. This knowledge helps us to find ways of avoiding these situations in the future.

Background: Knowledge plays a crucial role in supporting the European Union model based on economic growth, social responsibility, and sustainable development. To improve companies' performance, one must reflect on new forms of knowledge and develop new indicators to measure them. Objectives: The goal of the paper is to investigate the impact of the selected factors of knowledge on companies' performance in Slovenia. Methods/Approach: A questionnaire was created and sent to small and medium-sized enterprises in Slovenia. The principle axis factoring method was used to identify the factors of knowledge and of companies' performance, and a regression analysis was conducted to determine the influence of the selected knowledge factors on companies' performance. Results: The establishment of scientists' collaboration with companies has a positive impact on companies' performance, but the obstacles to the establishment of scientists' collaboration with companies do not have any impact. Conclusions: The results could be useful for governments and companies in the adoption of measures aimed at strengthening scientists' collaboration with companies. Further research can be oriented toward the common synergy index (e.g., the knowledge triangle).

Background: Knowledge plays a crucial role in supporting the European Union model based on economic growth, social responsibility, and sustainable development. To improve companies' performance, one must reflect on new forms of knowledge and develop new indicators to measure them. Objectives: The goal of the paper is to investigate the impact of the selected factors of knowledge on companies' performance in Slovenia. Methods/Approach: A questionnaire was created and sent to small and medium-sized enterprises in Slovenia. The principle axis factoring method was used to identify the factors of knowledge and of companies' performance, and a regression analysis was conducted to determine the influence of the selected knowledge factors on companies' performance. Results: The establishment of scientists' collaboration with companies has a positive impact on companies' performance, but the obstacles to the establishment of scientists' collaboration with companies do not have any impact. Conclusions: The results could be useful for governments and companies in the adoption of measures aimed at strengthening scientists' collaboration with companies. Further research can be oriented toward the common synergy index (e.g., the knowledge triangle).

Abstract
Stress greatly affects not only people but also organizations. Therefore it is very important to prevent and manage stress and at the same time maintain well-being of employees. This paper presents two main groups of approaches: the organizational and the individual ones, with which individuals (managers/employees) can manage stress.
The paper also presents the results of the empirical research on stress, which was conducted among managers and employees in Slovenian organizations in 2011. The analysis shows which individual and organizational approaches to overcoming stress are most commonly used. The highest percentage of employees implement the following techniques of individual approaches: physical activity, followed by eating healthy food and getting a massage. However, the research results about organizational approaches show that the highest attention was devoted to organization of work and the lowest to physical activities, stimulated by the firm. Furthermore, intergenerational adaptation is not widely used to prevent and overcome stress.

Abstract
Background and Purpose: People spend a significant part of their lifespan working, but the role of age in job design and implementation of work have largely been ignored. The consequences can be evident in stress and burnout in different symptoms. Thus, age-diverse employees are faced with different symptoms of burnout and stress when carrying out their work. The main aim of this paper is to present burnout of older employees compared to younger employees in Slovenian companies.
Design/Methodology/Approach: The paper is based on research including a survey between two age groups of employees, namely the younger employees that were classified in the group of under 50 years of age and the older employees that were classified in the group of above 50 years of age. Since the Kolmogorov-Smirnov and Shapiro- Wilk test showed that the data was not normally distributed, the noan-parametric Mann-Whitney U test was used to verify differences in the physical symptoms of burnout, emotional symptoms of burnout, and behavioral symptoms of burnout in the workplace between two groups.
Results: The results show that there are significant differences in the great majority of the variables describing the physical symptoms of burnout, emotional symptoms of burnout, and behavioral symptoms of burnout in the workplace between younger and older employees.
Conclusion: Well-being in the workplace of age-diverse employees is a key for long-term effectiveness of organizations. Managers and employers should apply appropriate measures to reduce burnout as well as to contribute to employees well-being and better workplace performance.