382 KB0 KB200920252023Krajnc, EvelinPoplas Juvan, Karmenštevilka:1letnik:1515 str.DOI:10.32015/JIBM.2023.15.1.3COBISSID_HOST:158140163ISSN:1855-6175URN:URN:NBN:SI:doc-SGT2W3I7slDoba EpisMednarodno inovativno poslovanjeemployee turnoverfluktuacija kadrovGostincigostinska dejavnosthospitality industryOrganizacijska klimaorganizacijska kulturaorganizational climateorganizational cultureVloga organizacijske kulture in klime pri fluktuaciji zaposlenih v gostinstvu| The role of organizational culture and climate in employee turnover in the hospitality industry|Hospitality is extremely labour intensive industry, with employee turnover higher than in other industries, and substantial human resource issues. Structural changes due to Covid-19 restrictions increased employee negative turnover rate and further increased labour related issues of hospitality industry. High employee turnover has decadeslong history and it appears that industry and policy makers failed to find and implement effective solutions. In the context of Slovenian hospitality industry, we empirically examine to role of perceived organizational culture and climate in potential employee negative turnover. Using quantitative methodology we investigate perceived organizational culture and climate among 219 employees at different positions, with different working experiences. Findings show moderate organizational culture and climate, and moderate potential employee negative turnover. Around 50% of respondents report high likelihood of leaving current employer or changing professional career. Highly rated dimensions of culture and climate pertain to activities oriented to guests and productivity. Low rated dimensions pertain to processes oriented to employees and their wellbeingGostinska dejavnost je kadrovsko zelo intenzivna gospodarska panoga z nadpovprečno stopnjo fluktuacije kadrov in velikimi kadrovskimi izzivi. Zaradi strukturnih sprememb gostinske dejavnosti, ki jo je spodbudila Pandemija Covid-19, se je kadrovska problematika v gostinski dejavnosti še okrepila; predvsem je narasla negativna fluktuacija. Visoka stopnja fluktuacije kadrov v gostinski dejavnosti ima desetletja dolgo zgodovino in evidentno je, da gospodarstvu in politiki še ni uspelo poiskati uspešnih rešitev. Prispevek empirično preverja vlogo organizacijske kulture in klime pri fluktuaciji kadrov v gostinskih podjetjih Slovenije. Z uporabo kvantitativne metodologije raziskujemo zaznavo organizacijske klime, organizacijske kulture in predvideno fluktuacijo. Ugotavljamo,da sta zaznani organizacijska kultura in klima med anketiranci relativno nizki, prav tako je zaznati zmerno visoko stopnjo predvidene fluktuacije. Okoli 50% vprašanih predvideva menjavo podjetja oziroma menjavo poklicnega področja. Med dobro ocenjenimi so atributi organizacijske kulture in klime, ki se nanašajo na goste oziroma stranke ter produktivnost dela. Slabše ocenjeni so atributi organizacijske kulture in klime,ki se nanašajo na zaposlene in delo v organizacijiTEXTznanstveno časopisjejournalsSlovenian National E-content AggregatorNational and University Library of SloveniaDOBA Fakulteta za uporabne poslovne in družbene študije Maribor