prikaz prve stranice dokumenta Uloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika
Access restricted to authenticated users
master's thesis
Uloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika
Zagreb: University of Zagreb, Faculty of Economics and Business, 2019. urn:nbn:hr:148:078965
Baketa, Ana
University of Zagreb
Faculty of Economics and Business
Department of Organization and Management

Institutional repository: REPEFZG

Cite this document

Baketa, A. (2019). Uloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika (Master's thesis). Zagreb: University of Zagreb, Faculty of Economics and Business. Retrieved from https://urn.nsk.hr/urn:nbn:hr:148:078965

Baketa, Ana. "Uloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika." Master's thesis, University of Zagreb, Faculty of Economics and Business, 2019. https://urn.nsk.hr/urn:nbn:hr:148:078965

Baketa, Ana. "Uloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika." Master's thesis, University of Zagreb, Faculty of Economics and Business, 2019. https://urn.nsk.hr/urn:nbn:hr:148:078965

Baketa, A. (2019). 'Uloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika', Master's thesis, University of Zagreb, Faculty of Economics and Business, accessed 27 December 2024, https://urn.nsk.hr/urn:nbn:hr:148:078965

Baketa A. Uloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika [Master's thesis]. Zagreb: University of Zagreb, Faculty of Economics and Business; 2019 [cited 2024 December 27] Available at: https://urn.nsk.hr/urn:nbn:hr:148:078965

A. Baketa, "Uloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika", Master's thesis, University of Zagreb, Faculty of Economics and Business, Zagreb, 2019. Available at: https://urn.nsk.hr/urn:nbn:hr:148:078965

Metadata
TitleUloga modela ukupne nagrade u stvaranju lojalnosti zaposlenika
Title (english)The role of total rewards model in creating employee loyalty
AuthorAna Baketa
MentorIvana Načinović Braje (mentor)
MBZ: 269560
Committee memberLovorka Galetić (predsjednik povjerenstva)
Committee memberMaja Klindžić (član povjerenstva)
GranterUniversity of Zagreb
Faculty of Economics and Business
(Department of Organization and Management)
Zagreb
Defense date and country2019-12-16, Croatia
Scientific / art field,
discipline and subdiscipline		SOCIAL SCIENCES
Economics
Organization and Management
Abstract
Zaposlenici predstavljaju jedan od najvažnijih resursa svakog poduzeća. Upravo zato, u interesu je svih poduzeća privući i zadržati kvalitetne, stručne i motivirane zaposlenike. Ipak, zaposlenici će ostati u nekom poduzeću duže vremensko razdoblje samo ako prema tom poduzeću osjećaju iznimnu privrženost i lojalnost. Na lojalnost zaposlenika utječu brojne determinante između kojih se ističe i sustav nagrađivanja, odnosno primjena modela ukupne nagrade. Zadatak je odjela ljudskih potencijala razviti model ukupne nagrade koji obuhvaća odgovarajuće transakcijske i relacijske nagrade uz pomoć kojih će razviti i izgraditi lojalnost svojih zaposlenika. U teorijskom dijelu rada definiran je pojam model ukupne nagrade, analizirani su njegovi osnovni elementi te je prikazan njegov povijesni razvoj i primjena u praksi. Osim toga, definiran je i pojam lojalnosti zaposlenika te su analizirane njegove osnovne determinante. Navedene su i posljedice lojalnosti zaposlenika te je istaknut utjecaj modela ukupne nagrade na lojalnost zaposlenika. Kroz empirijsko istraživanje provedeno među različitim demografskim skupinama ispitan je utjecaj modela ukupne nagrade na stvaranje lojalnosti zaposlenika. Zaključeno je da model ukupne nagrade ima značajan pozitivan utjecaj na stvaranje lojalnost zaposlenika. Osim toga, zaključeno je i da relacijske nagrade imaju snažan utjecaj na lojalnost zaposlenika. Transakcijske su se nagrade, iako u manjoj mjeri, također pokazale važnima za lojalnost zaposlenika.
Abstract (english)
Employees represent one of the most important resources of any company. That is why it is in the interest of all companies to attract and retain high-quality, professional and motivated employees. However, employees will stay with their employer for an extended period of time only if they feel extreme loyalty and commitment to him. Employee loyalty is influenced by a number of determinants, among which the total reward model stands out. The task of the HR department is to develop a total rewards model that captures the appropriate transactional and relational rewards which they will use to develop and build their employees loyalty. The theoretical part of this study explains the meaning of the term total rewards model, its basic elements, its historical development and its application in practice. In addition, it defines the concept of employee loyalty and analyses its basic determinants. It also outlines the consequences of employee loyalty are highlight the impact of total reward model on employee loyalty. Through the empirical research conducted among different demographic groups, the impact of total reward models on development of employee loyalty is examined. It was concluded that total rewards have significant positive impact on development of employee loyalty. In addition, it has been concluded that relational rewards have a strong influence on employee loyalty. Transaction rewards, though to a lesser extent, have also proven to be important for employee loyalty.
Keywords
Keywords (english)
Languagecroatian
URN:NBNurn:nbn:hr:148:078965
Study programmeTitle: Business Economics
Study programme type: university
Study level: graduate
Academic / professional title: magistar/magistra ekonomije (magistar/magistra ekonomije)
Type of resourceText
File originBorn digital
Access conditionsAccess restricted to authenticated users
Terms of useLicence In copyright icon
Created on2019-12-18 21:46:39