In this PhD thesis I am dealing with a problem that has not been studied in the recognized literature. It is related to management theory and, within it, to the human resource management (HRM). The latter is studied from the perspective of well-being (WB) of an employee based on creativity with respect to requisite personal holism (RPH). Therefore the PhD thesis more profoundly illuminates the influence of psychic well-being (PWB) of employees, based on their RPH, on the success of their organization. Therefore the basic research question of the PhD thesis is if it is possible to create a model for strengthening holism of an individual – an employee who would enhance his/her PWB and thus positively influence organizations' success. The purpose of the thesis was, on the basis of theoretical findings, with inclusion of scientific disciplines and findings from the fieldwork, to create a PDP model of employees, based on their RPH in order to increase the success of their organization. The research model, in its empirical part, was founded on several main determinants in whose background there is always a human factor. There are the following determinants which, at the same time, represent our key research constructs: (i) requisite personal holism (RPH), (ii) psychic well-being (PWB), (iii) self-respect, (iv) human resource management (HRM), (v) organization's activities for increasing PWB and (vi) success. The link between the listed constructs is best expressed in the research thesis that reads as follows: Organizations inside whose structures there are more holistic employees with higher level of subjective well-being (as based on defined criteria) are more successful. In accordance with the basic research question and the basic research hypothesis our aim was to measure SANPH, PWB and self-respect of employees in Slovenia in accordance with a defined sample, then check HRM and the success of organizations on the level of Slovenia in accordance with a defined sample. So it was the first time that RPH, SWB and self-respect were measured in Slovenia and in times of the present impacts of the global economic crisis from the year 2008 (April – June 2011). In order to carry out the measurement I have developed a measurement tool: for RPH its own, while for PWB and self-respect I have used the existing ones, which were adapted to Slovene conditions based on the results of the preliminary research. For the success of an organization I have used BSC. The final questionnaire for the employees included, apart from identification questions, the RPH scales and PWB and self-respect. On the other hand I had a group of different respondents – managers. I questioned them primarily on: (i) organization's markets, (ii) HRM, (iii) success (financial aspect and learning and growth perspective), (iv) organization's activities for the establishment of well-being among employees and (v) the characteristics of the investigated organization (activity, the number of employees, and the size). In order to conduct my research I have defined a research sample. On the basis of a random selection 2 409 organizations have been included in my final sample; 1 510 of those are micro and small companies, 552 middle-sized and 347 large companies. To define my final sample of organizations I have used a simple random sample. Data was gathered through questioning by electronic, phone and exceptionally written correspondence in three waves from the 1st April to 30th June 2011. When studying the literature I have confirmed that a human being is multilayered. A human is characterized by the relatively holistic pattern of relatively lasting features which distinct people from each other while he/she is at the same time a specialized expert with a more or less strong skill for a creative interdisciplinary cooperation. With the research it has been proven that an individual's RPH as an employee is a multidimensional concept. An individual's RPH is founded on t
D.09 Tutoring for postgraduate students
COBISS.SI-ID: 8772915Collected contributions are the basis for the measurement of well-being as well as innovation and social responsibility. All these are conditions for the owners, managers and employees to deal with such innovation. These contributions present a potential solution to the crisis. In the center of this dispute is the man as an employee and systems thinking.
C.07 Other editorial board
COBISS.SI-ID: 68104193