| Abstract [eng] |
60 pages, 25 charts, 12 pictures, 50 references. The master's final thesis examines the influence of organizational, management and work factors on the involvement of employees in the implementation of operational processes remotely. The main goal of this work is to determine the influence of organizational, management and work factors on the involvement of employees in the implementation of operational processes remotely, and to measure which of them has the greatest influence. The work consists of 3 main parts: literature analysis, conducted research, its results, conclusions and proposals. In the literature analysis, we review the concept of employee engagement, measurement, models, and the factors characteristic of remote implementation of operational processes. We find out the importance of the implementation of operational processes for employee engagement, the concept and characteristics of remote work and, finally, refine the process of managing operations in the implementation of remote work and in order to have engaged employees. After analyzing the literature, the author conducted a study on the influence of factors on the involvement of employees in the implementation of operational processes remotely. Answers to the prepared questionnaire were submitted by 247 respondents working remotely and on the hybrid working principle. The purpose of the questionnaire was to investigate the influence of organizational, management and work factors on the involvement of employees in the implementation of operational processes remotely. After the survey data were collected, they were processed using the SPSS 23 statistical package and charts and graphs were created using Microsoft Excel to demonstrate the derived responses of the respondents. Cronbach alpha coefficient was used to determine the alignment of Likert scales, since all Cronbach alpha values were higher than the desired minimum of 0.7, no statements were eliminated, and the constructs were confirmed for further analysis. Independent Sample T-test, regression and correlation analysis were used to answer the research questions. The conducted research revealed that when evaluating the overall impact of all variables on engagement, it was found that the leadership construct has the greatest impact, the organizational and work construct has the second greatest impact, and the least impact when implementing operational processes remotely. When examining leadership factors, it was found that virtually all variables individually have a statistically significant effect on engagement. It should be noted that the evaluation of free communication with the manager and the feeling of loss when one of the colleagues leaves the team do not have any statistically significant difference in engagement. After analyzing the impact of the organizational variable on engagement it was found that the evaluation of all variables, except for the variable that evaluates how the organization will help the respondent if he needs a special service, has a statistically significant effect on engagement. After assessing the effect of each of the variables on engagement, it was found that the respondents' evaluation of their work productivity increased because they can work remotely, how they value the fact that they can save travel expenses by working remotely, and the fact that they can take care of family members when they work at home. no statistically significant effect on their engagement. Apart from the already mentioned variables, better evaluation of all others is directly and statistically significantly related to higher engagement. Conclusions and recommendations summarize the main results of the conducted research. |
