Uticaj organizacionog dizajna na angažovanost zaposlenih u digitalnom okruženju
The influence of organizational design on employee engagement in digital environment
Докторанд
Stevanović, Aleksandra S.Ментор
Stojanović-Aleksić, VesnaЧланови комисије
Janićijević, NebojšaErić Nielsen, Jelena
Slavković, Marko
Метаподаци
Приказ свих података о дисертацијиСажетак
U eri digitalizacije, dolazi do transformacionih promena u poslovnim modelima
savremenih preduzeća, što implicira promene u celom organizacionom dizajnu. Smatra
se da je za uspeh preduzeća, naročito u tehnološki intenzivnim delatnostima, bitna
agilnost, usklađenost elemenata dizajna, i, posebno, angažovanost radne snage. Ljudski
faktor postaje ključni izvor konkurentske prednosti i zato pitanja koja se tiču
međuzavisnosti organizacionog konteksta i individualnih ishoda postaju sve značajnija.
Osnovni cilj doktorske disertacije jeste utvrđivanje uticaja organizacionog dizajna na
angažovanost zaposlenih u digitalnom poslovnom okruženju. Analiziran je uticaj dizajna
posla, i to strukturalne, kognitivne i socijalne dimenzije posla, na angažovanost
zaposlenih. Zatim je ispitan indirektan uticaj strategijske agilnosti, organizacione
strukture, procesa i sistema, preko dimenzija dizajna posla, na angažovanost zaposlenih.
Na kraju je testirano da li organizaciona identifikacija ima moderatorsk...u ulogu u
uticaju dizajna posla na angažovanost zaposlenih.
Nakon teorijskog razmatranja osnovnih fenomena i njihovih međusobnih veza, sprovedeno
je empirijsko istraživanje na uzorku od 270 ispitanika, zaposlenih u 100 preduzeća u
delatnosti informisanja i komunikacija u Republici Srbiji. Za prikupljanje podataka
korišćena je anketa, a rezultati su obrađeni različitim statističkim tehnikama.
Sprovedena je deskriptivna analiza uzorka, analiza pouzdanosti mernih skala bazirana na
Kronbahovom koeficijentu alfa, konfirmativna faktorska analiza, kao i modeliranje
strukturalnih jednačina.
Rezultati su pokazali da sve tri dimenzije dizajna posla delimično utiču na angažovanost
zaposlenih, kao i da je uticaj najjači u slučaju autonomije zaposlenih kao karakteristike
posla. Utvrđeno je da svi elementi organizacionog dizajna, osim podele rada i
formalizacije, imaju indirektan uticaj na angažovanost preko neke od karakteristika
posla, kao i da organizaciona identifikacija u nekim vezama karakteristika posla i
angažovanosti ima značajnu ulogu moderatora.
Istraživanje ima relevantne teorijske i praktične implikacije. Teorijski doprinos se,
između ostalog, ogleda u osvetljavanju značaja ispitivanja organizacionog dizajna kao
multidimenzionalnog fenomena i njegovih kompleksnih reperkusija na individualnom
nivou. Praktično, rezultati istraživanja mogu biti korisni menadžerima svih nivoa za
dizajniranje organizacije koja će omogućiti visoke nivoe angažovanosti, naročito u
digitalnom okruženju. Osnovna ograničenja se tiču veličine uzorka, kao i činjenice da je
istraživanje sprovedeno na teritoriji jedne države, što predstavlja osnovu za proširenje
dobijenih saznanja u budućim istraživanjima.
In the era of digitalization, business models of modern companies are facing transformational
changes, which affect the entire organizational design. Agility, organizational alignment and the
workforce engagement are considered essential for business success, especially in technologically
intensive industries. The human factor is becoming a key source of competitive advantage and
therefore, issues concerning the interdependence of organizational context and individual outcomes
are becoming increasingly important. The main goal of the doctoral dissertation is to determine the
impact of organizational design on employee engagement in the digital business environment. The
influence of job design, namely the structural, cognitive and social dimensions, on employee
engagement was analyzed. Then, the indirect impact of strategic agility, organizational structure,
processes and systems, through the dimensions of job design, on employee engagement was
examined. Finally, it was tested whether o...rganizational identification has a moderating role in the
impact of job design on employee engagement.
After the theoretical consideration of the basic phenomena and their mutual connections, an
empirical research was conducted on a sample of 270 respondents, employed in 100 companies in
the information and communication industry in the Republic of Serbia. A survey was used to collect
data, and the results were processed using various statistical techniques. A descriptive analysis of
the sample, an analysis of the measurement scales’ reliability based on the Cronbach's alpha
coefficient, a confirmatory factor analysis, as well as structural equation modeling were performed.
The results showed that all three dimensions of job design partially affect employee engagement,
while the impact of job autonomy is the strongest. It was found that all elements of organizational
design, except the division of labor and formalization have an indirect impact on engagement
through some of the job characteristics. Also, organizational identification has a significant
moderating role in some relationships between job characteristics and engagement.
The research has relevant theoretical and practical implications. The theoretical contribution is
inter alia reflected in highlighting the importance of organizational design as a multilayered
phenomenon which has complex repercussions at the individual level. Practically, research results
can be useful to managers at all levels in order to design an organization that will enable high levels
of engagement, especially in the digital environment. The main limitations concern the size of the
sample, as well as the fact that the research was conducted in one country, which is the basis for
expanding the knowledge in future research.