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Improving the effectiveness of downsizing by increasing the procedural fairness of required employee number determination methods

dc.contributor.advisorČudanov, Mladen
dc.contributor.otherJaško, Ondrej
dc.contributor.otherJanićijević, Nebojša
dc.creatorKomazec, Stefan N.
dc.date.accessioned2022-09-06T14:11:55Z
dc.date.available2022-09-06T14:11:55Z
dc.date.issued2021-09-28
dc.identifier.urihttps://eteze.bg.ac.rs/application/showtheses?thesesId=8695
dc.identifier.urihttps://uvidok.rcub.bg.ac.rs/bitstream/handle/123456789/4344/Referat.pdf
dc.identifier.urihttps://fedorabg.bg.ac.rs/fedora/get/o:26238/bdef:Content/download
dc.identifier.urihttps://plus.cobiss.net/cobiss/sr/sr/bib/70903817
dc.identifier.urihttps://nardus.mpn.gov.rs/handle/123456789/20667
dc.description.abstractDisertacija predstavlja rezultat višegodišnjeg naučno-istraživačkog i praktičnog rada. U svom prvom delu, disertacija obuhvata pregled dostupne literature iz oblasti daunsajzinga. Posebna pažnja je posvećena tačnom definisanju pojma daunsajzing i jasnom razlikovanju od drugih koncepata koji se vezuju za organizacione promene. Prikazano je različito shvatanje daunsajzinga među istraživačima, pre svega u pogledu obuhvata i pitanja da li se odnosi samo na organizacione promene koje se direktno tiču smanjenja broja zaposlenih, ili na organizacione promene koje imaju za cilj generalno smanjenje troškova i povećanje efikasnosti. Daunsajzing je u disertaciji posmatran holistički, kao koncept i organizaciona promena koja ima svoje uzroke i posledice. Mnogobrojni uzroci mogu dovesti do daunsajzinga. Pregled uzroka dat u disertaciji, bez obzira da li se radi o uzrocima iz okruženja organizacije ili o internim uzrocima, ukazuje na značaj teme, odnosno ukazuje na to da će daunsajzing uvek biti sastavni deo poslovanja. Posebno poglavlje u okviru pregleda relevantne literature je posvećeno samom procesu daunsajzinga, gde je daunsajzing analiziran kroz različite pristupe, ali i kroz konkretne strategije i taktike za sprovođenje daunsajzinga, na čemu je postavljena teorijska osnova kasnijeg istraživanja, koje je u središtu ciljeva i naučnih doprinosa disertacije. Iako literatura obiluje radovima i istraživanjima koja se odnose na koncepte organizacione pravednosti prilikom daunsajzinga, razmatrajući sve njene elemente, ipak postoje određeni istraživački jazovi. Utvrđeno je da nije bilo istraživanja koja su u svom fokusu imala način na koji je donošena odluka o potrebnom broju zaposlenih u organizaciji ili organizacionoj jedinici. Drugim rečima, istraživanja se nisu bavila odlukom koliko ljudi u daunsajzingu treba da ostane bez posla, već je u kontekstu sprovođenja daunsajzinga fokus bio na odluci ko treba da ostane bez posla. Na osnovu toga je postavljeno opšte istraživačko pitanje u disertaciji, gde je cilj utvrditi da li i način donošenja odluke o potrebnom broju zaposlenih, odnosno metode primenjene u tu svrhu imaju uticaj na stavove zaposlenih koji posle daunsajzinga nastavljaju da rade u organizaciji. U svrhu kompletiranja istraživačkog pitanja, sa posebnom pažnjom su obrađeni različiti ishodi koji se mogu očekivati od daunsajzinga, gde je fokus bio na individualnim ishodima, pre nego na organizacionim. Osnovno istraživačko pitanje je pretočeno u opštu hipotezu, od koje su daljom razradom dobijene tri posebne i devet pojedinačnih hipoteza. Za potrebe istraživanja razvijeni su konstrukti koji se odnose na karakteristike metode za utvrđivanje potrebnog broja zaposlenih: jasnoća, validnost i tačnost. Sa druge strane, iz literature su preuzeti koncepti motivacije, zadovoljstva organizacijom i namere za napuštanje organizacije. Devet pojedinačnih hipoteza pretpostavljaju uticaj između svih navedenih konstrukata i formiraju konceptualni model istraživanja. Sprovedeno je empirijsko istraživanje, kojim je obuhvaćeno 556 ispitanika iz različitih industrija, sa različitih hijerarhijskih nivoa, iz kompanija različitog porekla i sa različitom Poboljšanje efektivnosti daunsajzinga kroz povećanje proceduralne pravednosti metoda za određivanje potrebnog broja izvršilaca III vrstom delatnosti. Istraživačke hipoteze, i konceptualni model generalno, su testirane modeliranjem strukturalne jednačine, odnosno primenom SEM analize (eng. „Structural Equation Modeling“).sr
dc.description.abstractThe dissertation is the result of many years of scientific research and practical work. In its first part, the dissertation includes a review of the available literature in the field of downsizing. Special attention is paid to the precise definition of the term downsizing and a clear distinction from other concepts related to organizational change. A different comprehension of downsizing among researchers is presented, considering its scope and the question whether it refers only to organizational changes directly related to staff reductions, or to organizational changes that have the aim to generally reduce costs and increase efficiency. In this dissertation downsizing is viewed holistically, as a concept and organizational change that has its causes and consequences. Numerous causes can lead to downsizing, and an overview of the causes given in the dissertation, regardless of whether they are causes from the organization's environment or internal causes, indicates the importance of the topic, i.e. indicates that downsizing will always be an integral part of business. Within the review of relevant literature a special chapter is dedicated to the essence of the downsizing process, where downsizing is analyzed through different approaches to downsizing, but also through specific strategies and tactics for conducting downsizing, on which the theoretical basis of later research is laid, representing the center of the goals and scientific contributions of the dissertation. Although the literature abounds with papers and research related to the concepts of organizational justice in downsizing, considering all its elements, there are still certain research gaps. It was determined that there was no research that focused on the way the decision on the required number of employees in the organization or organizational unit was made. In other words, the focus of the research was not on the decision on how many employees should lose their jobs through downsizing, but rather on the decision on who should lose the job. Based on that, the general research question was asked in the dissertation, with the aim to determine whether the way of making a decision on the required number of employees, i.e. the methods applied for those purposes, have the impact on the attitude of employees who remain in organization after downsizing. In order to complete the research question, special attention was paid to the various outcomes that can be expected from downsizing, where the focus was on individual outcomes, rather than on organizational ones. The basic research question was translated into a general hypothesis, from which three special and nine individual hypotheses were obtained by further elaboration. For the purposes of the research, constructs have been developed that refer to the characteristics of the method for determining the required number of employees: clarity, validity and accuracy. On the other hand, the concepts of motivation, satisfaction with the organization and intentions to leave the organization are taken from the literature. Nine individual hypotheses assume the influence between all the above mentioned constructs and form a conceptual research model.en
dc.formatapplication/pdf
dc.languagesr
dc.publisherУниверзитет у Београду, Факултет организационих наукаsr
dc.rightsopenAccessen
dc.sourceУниверзитет у Београдуsr
dc.subjectdaunsajzing, restrukturiranje, metode za utvrđivanje potrebnog broja zaposlenih, motivacija, produktivnost.sr
dc.subjectdownsizing, restructuring, methods for determining the required number of employees, motivation, productivity.en
dc.titlePoboljšanje efektivnosti daunsajzinga kroz povećanje proceduralne pravednosti metoda za određivanje potrebnog broja izvršilacasr
dc.title.alternativeImproving the effectiveness of downsizing by increasing the procedural fairness of required employee number determination methodsen
dc.typedoctoralThesis
dc.rights.licenseARR
dc.identifier.fulltexthttp://nardus.mpn.gov.rs/bitstream/id/145573/Disertacija_12404.pdf
dc.identifier.fulltexthttp://nardus.mpn.gov.rs/bitstream/id/145574/Izvestaj_Komisije_12404.pdf
dc.identifier.rcubhttps://hdl.handle.net/21.15107/rcub_nardus_20667


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