{"?xml":{"@version":"1.0"},"edm:RDF":{"@xmlns:dc":"http://purl.org/dc/elements/1.1/","@xmlns:edm":"http://www.europeana.eu/schemas/edm/","@xmlns:wgs84_pos":"http://www.w3.org/2003/01/geo/wgs84_pos","@xmlns:foaf":"http://xmlns.com/foaf/0.1/","@xmlns:rdaGr2":"http://rdvocab.info/ElementsGr2","@xmlns:oai":"http://www.openarchives.org/OAI/2.0/","@xmlns:owl":"http://www.w3.org/2002/07/owl#","@xmlns:rdf":"http://www.w3.org/1999/02/22-rdf-syntax-ns#","@xmlns:ore":"http://www.openarchives.org/ore/terms/","@xmlns:skos":"http://www.w3.org/2004/02/skos/core#","@xmlns:dcterms":"http://purl.org/dc/terms/","edm:WebResource":[{"@rdf:about":"http://www.dlib.si/stream/URN:NBN:SI:doc-SGT2W3I7/49640ce0-082d-4f45-828d-241551e893a1/PDF","dcterms:extent":"382 KB"},{"@rdf:about":"http://www.dlib.si/stream/URN:NBN:SI:doc-SGT2W3I7/486a0c6e-9548-4b49-8587-367685314f5b/TEXT","dcterms:extent":"0 KB"}],"edm:TimeSpan":{"@rdf:about":"2009-2025","edm:begin":{"@xml:lang":"en","#text":"2009"},"edm:end":{"@xml:lang":"en","#text":"2025"}},"edm:ProvidedCHO":{"@rdf:about":"URN:NBN:SI:doc-SGT2W3I7","dcterms:isPartOf":[{"@rdf:resource":"https://www.dlib.si/details/URN:NBN:SI:SPR-MX6W7YD8"},{"@xml:lang":"sl","#text":"Mednarodno inovativno poslovanje"}],"dcterms:issued":"2023","dc:creator":["Krajnc, Evelin","Poplas Juvan, Karmen"],"dc:format":[{"@xml:lang":"sl","#text":"številka:1"},{"@xml:lang":"sl","#text":"letnik:15"},{"@xml:lang":"sl","#text":"15 str."}],"dc:identifier":["DOI:10.32015/JIBM.2023.15.1.3","COBISSID_HOST:158140163","ISSN:1855-6175","URN:URN:NBN:SI:doc-SGT2W3I7"],"dc:language":"sl","dc:publisher":{"@xml:lang":"sl","#text":"Doba Epis"},"dc:subject":[{"@xml:lang":"en","#text":"employee turnover"},{"@xml:lang":"sl","#text":"fluktuacija kadrov"},{"@xml:lang":"sl","#text":"Gostinci"},{"@xml:lang":"sl","#text":"gostinska dejavnost"},{"@xml:lang":"en","#text":"hospitality industry"},{"@xml:lang":"sl","#text":"Organizacijska klima"},{"@xml:lang":"sl","#text":"organizacijska kultura"},{"@xml:lang":"en","#text":"organizational climate"},{"@xml:lang":"en","#text":"organizational culture"}],"dcterms:temporal":{"@rdf:resource":"2009-2025"},"dc:title":{"@xml:lang":"sl","#text":"Vloga organizacijske kulture in klime pri fluktuaciji zaposlenih v gostinstvu| The role of organizational culture and climate in employee turnover in the hospitality industry|"},"dc:description":[{"@xml:lang":"sl","#text":"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 wellbeing"},{"@xml:lang":"sl","#text":"Gostinska 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 organizaciji"}],"edm:type":"TEXT","dc:type":[{"@xml:lang":"sl","#text":"znanstveno časopisje"},{"@xml:lang":"en","#text":"journals"},{"@rdf:resource":"http://www.wikidata.org/entity/Q361785"}]},"ore:Aggregation":{"@rdf:about":"http://www.dlib.si/?URN=URN:NBN:SI:doc-SGT2W3I7","edm:aggregatedCHO":{"@rdf:resource":"URN:NBN:SI:doc-SGT2W3I7"},"edm:isShownBy":{"@rdf:resource":"http://www.dlib.si/stream/URN:NBN:SI:doc-SGT2W3I7/49640ce0-082d-4f45-828d-241551e893a1/PDF"},"edm:rights":{"@rdf:resource":"http://creativecommons.org/licenses/by-nc/4.0/"},"edm:provider":"Slovenian National E-content Aggregator","edm:intermediateProvider":{"@xml:lang":"en","#text":"National and University Library of Slovenia"},"edm:dataProvider":{"@xml:lang":"sl","#text":"DOBA Fakulteta za uporabne poslovne in družbene študije Maribor"},"edm:object":{"@rdf:resource":"http://www.dlib.si/streamdb/URN:NBN:SI:doc-SGT2W3I7/maxi/edm"},"edm:isShownAt":{"@rdf:resource":"http://www.dlib.si/details/URN:NBN:SI:doc-SGT2W3I7"}}}}