Validacija vprašalnika o delovni zavzetosti in motivaciji zaposlenih
DOI:
https://doi.org/10.37886/ip.2026.007Ključne besede:
delovna zavzetost, motivacija zaposlenih, faktorska analiza, kadrovska praksa, validacija vprašalnika, slovensko delovno okoljePovzetek
Raziskovalno vprašanje (RV): Ali je vprašalnik za merjenje delovne zavzetosti in motivacije zaposlenih zanesljiv, veljaven in primeren za uporabo v slovenskem delovnem okolju ter ali ga je smiselno obravnavati kot celovito lestvico ali po vsebinskih sklopih?
Namen: Validirati vprašalnik za merjenje delovne zavzetosti in motivacije zaposlenih, ki bo zanesljiv, praktično uporaben in prilagojen slovenskemu delovnemu okolju, ter ugotoviti, ali ga je smiselno uporabljati kot celovito lestvico ali po vsebinskih sklopih.
Metoda: Raziskava je temeljila na večfaznem razvoju in validaciji vprašalnika, ki je vključevala: Kvantitativne analize: konfirmatorna faktorska analiza (CFA), eksploratorna faktorska analiza (EFA), Cronbachov alfa, KMO statistika, Bartlettov test. Kvalitativno analizo: vsebinska analiza komentarjev sodelujočih. Vzorec: 4.138 sodelujočih v validacijskem testiranju.
Rezultati: Cronbachov alfa za celotno lestvico: 0,931 (visoka notranja konsistentnost). CFA delno potrdila osnovno strukturo treh sklopov, EFA nakazala štiri faktorje: Delovni odnosi in sodelovanje (α = 0,829), Dodana vrednost delovnega okolja (α = 0,864), Kaj lahko ponudim podjetju (α = 0,606), Možnost za uspešnost in razvoj (α = 0,897).
Kvalitativna analiza: 57,6 % negativnih komentarjev, od tega jih je večina vsebovala tudi predlog rešitve. Najvišji delež proaktivnosti v iskanju rešitev je opazen pri aktivno zavzetih zaposlenih.
Organizacija: Instrument omogoča spremljanje zavzetosti in motivacije kot podlage za strateško načrtovanje razvoja kadrov, oblikovanje procesov in aktivnosti kadrovske funkcije, krepitev produktivnosti in trajnostne konkurenčne prednosti.
Družba: Redno merjenje zavzetosti in motivacije na podlagi ustreznega orodja/vprašalnika prispeva k izboljšanju kakovosti delovnega okolja, večji transparentnosti odnosov med zaposlenimi in vodstvom ter krepitvi trajnostne konkurenčne prednosti organizacij v hitro spreminjajočem se poslovnem okolju.
Originalnost: Vprašalnik je bil razvit in testiran v slovenskem delovnem okolju, kar povečuje njegovo praktično uporabnost in kulturno ustreznost. Cilj je njegova integracija v redno prakso organizacij ob nadaljnjem razvoju.
Omejitve/nadaljnje raziskovanje: Priporočljiva dodatna preverba faktorske strukture na različnih vzorcih. Nižja konsistentnost pri enem faktorju (α = 0,606). Nadaljnje raziskave naj vključujejo napovedno veljavnost, vpliv organizacijske kulture ter povezavo med zavzetostjo in proaktivnostjo zaposlenih.
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