THE WAYS OF CONCEPTUALIZATION OF «EXPRESSION OF OPINION» BY WORKERS OF ORGANIZATION IN RESEARCH OF INTERNATIONAL AUTHORS

Bulletin of the Tver State Technical University. Series «Social Sciences and Humanities» ◽

10.46573/2409-1391-2020-3-64-69 ◽

2020 ◽

pp. 64-69

Author(s):

O.N. Torgovanova ◽

◽

V.V. Sizova ◽

Keyword(s):

Organizational Behavior ◽

Labor Relations ◽

Theoretical Research

The article reveals the modern theoretical ideas of international authors about the expression of opinion by employees of the organization. Two conceptual approaches to theoretical research are distinguished and analyzed: expression of an employees’ opinion through in the context of labor relations and within the framework of organizational behavior.

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Aspects of Understanding Government’s Public Institutions Behavior Necessary to Design Reforms

Journal of Heterodox Economics ◽

10.1515/jheec-2015-0013 ◽

2015 ◽

Vol 2 (1) ◽

pp. 81-92

Author(s):

Stefan Imre

Keyword(s):

Organizational Behavior ◽

Public Administration ◽

Public Management ◽

New Public Management ◽

Public Institutions ◽

Public Institution ◽

Theoretical Research ◽

The Public ◽

Main Determinants ◽

Conceptual Transfer

Abstract This paper presents some aspects found by the author in his research in field of government public institutions behavior. The author started some years ago to research the modality how should prepare a conceptual transfer of management from the companies practice to government public institutions and to implement them for enhance quality of their results. The main concept of the theoretical research is based on some well-known theoretical remarks. One of this shows that the public institutions are similar entities as companies. Eventually they have higher complexity. Following this logic, the public institutions should be led by management instead public administration. Considering public management and the new public management only some attempts without solving the main problems, the author consider that implementing procedural efficiency oriented management to the government public institution is equivalent with an important changes induced by outside. Preparing the conceptual transfer, for the first period of research was necessary to understand government’s public institution behavior. For this purpose the relational frame was the business organization. In this respect the research compares organizational behavior of companies and public institutions and their reaction to important changes. For understand similarities and differences it was necessary to discover theoretical standpoints regarding companies reaction to important changes induced by outside and main determinants from the organizational sciences literature. In the similar way was studied the public institution reaction and determinants of this to important changes, theoretically through documentary analyses of the literature of public administration. The benchmarking between the reactions of the mentioned two entities discovered different behaviors and the main determinants of the reactions of them to a new form of leading system by management, including modern instruments as knowledge management. The paper conclusions sustain that implementation of modern management systems to government’s public institutions should deal with a different behavior used to know at companies. In this respect, the paper highlights different aspects between companies and public institutions behavior admitting similarities on organizational structure and internal procedures.

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Features of labour relations in institutional theatres in Serbia

Zbornik Matice srpske za drustvene nauke ◽

10.2298/zmsdn2178245r ◽

2021 ◽

pp. 245-259

Author(s):

Maja Ristic

Keyword(s):

Cultural Policy ◽

Labor Relations ◽

Human Resources Management ◽

Theoretical Research ◽

Permanent Employment ◽

Labour Relations ◽

The Social ◽

The Subject ◽

Basic Hypothesis ◽

The Impact

The main goal of the paper is to investigate the forms of labor relations in institutional, subsidized theatres in Serbia. Given the social and economic crises, and today significant changes in the lifestyles of citizens of the world caused by the Corona virus pandemic, theatre institutions had to adapt to new market demands. Reduced production, inability to play large ensemble performances, problems in paying copyright contracts are some of the features of the work of theatre organizations. Having these turbulent circumstances, the subject of the paper should determine the influence of social circumstances on the formation of working relations in institutional theatres in Serbia. The paper will look at labor relations in the context of transitional cultural policy and the impact of the environment on defining the most optimal form of employment that should meet the needs of the state, city, municipality, as founders and financiers of the theatre organization, the needs of artists who strive for permanent employment that will provide them with existential security while providing them with an opportunity for artistic growth. By re-examining and analyzing the existing models of labor relations, the basic hypothesis we want to prove in the paper is that permanent employment and achieving permanent employment is the best solution for hiring artists in institutional theatre. In order to fulfill the set goals and prove the hypothesis, the paper will use theoretical research in the field of human resources management (Rahimic, Torrington, Hall, Taylor), labor law, cultural policy (Djukic), cultural studies (Klajic, Ristic, Djordjevic) as well as the case studies of form of employment in national theatres in the region. The paper also presents an empirical research that dealt with the impact the different forms of employment have on artists. The research shows that the establishment of a permanent employment relationship is of greater benefit to artist.

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From Democratic Participation to Shared Values

Handbook of Research on Human Resources Strategies for the New Millennial Workforce - Advances in Human Resources Management and Organizational Development ◽

10.4018/978-1-5225-0948-6.ch022 ◽

2017 ◽

pp. 421-432

Author(s):

Wenzhi Zheng ◽

Yen-Chun Jim Wu ◽

Meizhi Xu

Keyword(s):

Theoretical Analysis ◽

Organizational Behavior ◽

Social Exchange ◽

Process Model ◽

Labor Relations ◽

Necessary Condition ◽

Positive Interactions ◽

Employee Loyalty ◽

Positive Organizational Behavior ◽

High Level

A low-level equilibrium exists between low investment among employers and low loyalty among employees in private enterprises, and this is because enterprises follow the laws of the market and wait for changes in labor relations. On the basis of theoretical analysis, this paper establishes a process model to achieve high-level equilibrium between employees and employers and win–win situations. First, enterprises should follow social-exchange laws and create their management philosophies accordingly, in addition to exploring collective targets set including their interaction paths. Second, enterprises should be active and take the first step to improve labor relations through a participative style of management. The ensuing change in employee cognition leads to positive organizational behavior and positive interactions, with the realization of mutual benefit and win–win situations as possible final results. Democratic participative management is a necessary condition for the creation of win–win situations, which can effectively avoid the disequilibrium of high employer investment and low employee loyalty that contributes to labor shortages in China.

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