Razlike med spoloma pri dejavnikih prostovoljnega odhoda iz organizacij, ki se soočajo s krizo
DOI:
https://doi.org/10.37886/ruo.2022.006Ključne besede:
spol, prostovoljni odhod iz organizacije, namera za prostovoljni odhod iz organizacije, zadovoljstvo pri delu, vključenost zaposlenih, organizacijska krizaPovzetek
Raziskovalno vprašanje (RV): Ali obstajajo razlike med spoloma pri motivih za prostovoljni odhod iz organizacije, ki se sooča s krizo?
Namen: Namen te raziskave je, ugotoviti razlike med spoloma pri dejavnikih, ki napovedujejo odhod zaposlenih iz organizacije v kriznem obdobju.
Metoda: Retrospektivna raziskava je bila izvedena v Sloveniji in je vključevala 469 udeležencev, ki so prostovoljno zapustili organizacijo. Za oceno faktorske strukture instrumenta je bila uporabljena konfirmativna faktorska analiza. Z binarno regresijsko analizo smo ugotavljali razlike med spoloma pri dejavnikih prostovoljnega odhoda iz organizacije: zadovoljstvo z delom, vključenost zaposlenih v proces reševanja krize v organizaciji in namere za prostovoljni odhod iz organizacije.
Rezultati: Rezultati so pokazali pomembne razlike med spoloma pri zadovoljstvu z delom in vključenosti zaposlenih v proces reševanja krize. Ženske pogosteje kot moški prostovoljno zapustijo organizacijo v krizi zaradi manjšega zadovoljstva pri delu in večje vključenosti v proces reševanja krize v organizaciji.
Organizacija: Organizacije se lahko uspešno spoprijemajo s krizami z načrtovanjem in izvajanjem specifičnih aktivnosti glede na spol zaposlenih, in tako ohranjajo nizko stopnjo prostovoljnih odhodov ter ohranjajo njeno odpornost.
Družba: Zadrževanje zaposlenih v organizaciji ter uporaba njihovega znanja in kompetenc, ne glede na spol, prispeva k uspešnemu reševanju krize. Družba mora zagotoviti enake pogoje vsem državljanom in zaposlenim tako, da jim omogoči sodelovanje v vseh dejavnostih, ki vodijo k uspehu družbe in organizacij.
Originalnost: Ta raziskava prispeva k razumevanju razlik med spoloma pri dejavnikih odhoda iz organizacije v krizi.
Omejitve/nadaljnje raziskovanje: Raziskovali smo le tri dejavnike prostovoljnega odhoda iz organizacije: zadovoljstvo pri delu, vključenost v proces reševanja krize in namero za prostovoljni odhod. Uporaba nenaključne tehnike vzorčenja in majhen vzorec omejujeta posploševanje naših rezultatov na celotno populacijo. Nadaljnje raziskave se lahko osredotočijo na raziskovanje razlik med spoloma pri prostovoljnih odhodih iz organizacije pred, med in po krizi.
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