Uticaj organizacionog dizajna na angažovanost zaposlenih u digitalnom okruženju

Abstract

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 moderatorsku 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 organizational 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.