Janko Seljak

Factors Influencing Employee Satisfaction in the Police Service: The Case of Slovenia

Purpose – The paper has two purposes – first, to examine the dimensionality of employee satisfaction and, second, to identify the impact of the groups of factors on employee satisfaction. Design/methodology/approach – The measurement of satisfaction of all employees in the Slovenian Police based on the comprehensive on-line questionnaire. Factor analysis was used to formulate the facets of satisfaction. Multiple linear regression analysis was performed to identify the predictors of three facets of employee satisfaction. Findings – Three facets of employee satisfaction were determined and the influence of three types of factors (demographic, job-related and organizational-support-related factors) on them was investigated. The results show that the worst assessed facet was salary and security, whereas no significant differences were found between two other facets, namely relationships and leadership, and tasks and working conditions. The three factors influenced employee satisfaction with different levels o...

TQM in public administration organisations: an application of data envelopment analysis in the police service

Performance measurement is an increasingly important and ever more frequently monitored measure of excellence in public sector organisations. For this purpose, public sector organisations employ excellence models such as the European Foundation for Quality Management model, Common Assessment Framework (CAF), Business Scorecard, etc. With the support of European Institute for Public Administration and the national organisations responsible for the development of quality/excellence, many European public administration organisations, including the Slovenian Police Service, use the CAF model as a basis for developing and improving both the enablers and results of their operations. In this respect, the main purpose of the paper is to present and apply a non-parametric methodology for measuring police performance results. The analysis shows that the data envelopment analysis scores and the rankings vary significantly across the police stations. In general, most police stations in the country could attain better results by fully implementing the enablers suggested by the CAF model. Consequently, the empirical results of the paper can serve as a guide for police management when further investigating how to enhance the performance results of police stations.

Performance measurement of police forces at the local level: A non-parametric mathematical programming approach

The paper attempts to measure the relative efficiency of police activities in the Slovenian police at the local level. As the state allocates a relatively large amount of budget funding to police operations and more than one-quarter of public employees is employed in the police, the efficient use of limited public funds is even more important. In particular, a three-stage Data Envelopment Analysis (DEA) technique is presented and then applied to measure the relative efficiency of police-work-related data for selected police units at the local level (i.e., police stations (PSs)) in 2010 with additional controlling for external (environmental) factors. The results of the DEA empirical analysis reveal that approximately 80% of the observed PSs are inefficient relative to their peers. More detailed analysis also shows that, in general, PSs with more than 50 posts occupied are on average less efficient. To some extent, the differences in efficiency scores are a consequence of external factors which the management of police stations cannot influence, yet they are even more a result of better governance and organized and police work. Thus, the presented methodology and obtained efficiency results can be a valuable tool in the hands of police management when deciding how to optimally allocate the limited public resources.

Continuing Education and Self-Assessment of Knowledge of Nurse Leaders

BACKGROUND The rapid increase in the scope and quality of knowledge in the health care field requires continuing education for nurses, especially nurse leaders. METHODS A survey was conducted among 296 nurse leaders from 15 hospitals, accounting for 87% of all hospital nurses in Slovenia. RESULTS The survey showed that participation in continuing education was lowest among younger nurse leaders, those with lower leadership positions, and those employed at medium-sized general hospitals and specialized (nonpsychiatric) hospitals. The total number of continuing education hours did not affect self-assessment of knowledge among nurse leaders. CONCLUSION Slovenias experiences in this area indicate that greater attention must be paid to an equal distribution of continuing education programs among the various groups of nurse leaders. Additionally, it is important to monitor the quality of program implementation.

A three-stage data envelopment analysis approach to measure the effect of job satisfaction on organisational performance in law enforcement agencies

The aim of the article is to examine the relationship between the facets of job satisfaction and different results, i.e., the performance of law enforcement agencies in Slovenia. The data on job satisfaction were acquired through a job satisfaction survey and the data for the performance results from internal information system databases. Seventy-six agencies were investigated. Factor analysis was employed to define the facets of job satisfaction. In addition, a three-stage data envelopment analysis (DEA) was introduced to measure the relative efficiency of law enforcement agencies in Slovenia. The analysis showed that the DEA scores vary significantly across the agencies. Potential improvements in outputs were calculated for those agencies with a low DEA score. Consequently, the empirical results of the article can serve as a guide for management when further exploring how to enhance the performance results of law enforcement agencies.

Factors that influence cross-border cooperation between businesses in the Alps–Adriatic region

Cross-border cooperation is becoming an increasingly important factor in establishing a stimulating business environment. The aim of the article is to introduce factors that influence cross-border cooperation between businesses in the Alps–Adriatic region. A descriptive and analytical approach is used. On the basis of the results of empirical international research into cross-border cooperation in the Alps–Adriatic region between Carinthia, Friuli-Venezia Giulia (FVG) and Slovenia the article shows and analyses the barriers that businesses face in cross-border cooperation and the factors they consider to best stimulate cross-border cooperation. The results show that good personal relations, language skills and shared interests are the most important factors; the level of assistance and administrative/legislative barriers are the biggest barriers in cross-border cooperation. Different factors stimulating cross-border cooperation can be used to create a base for future strategies and training for business managers.

Views of the Slovenian nursing profession regarding leadership

Introduction: New, up-to-date approaches to professionalism presuppose the formation of a nursing team in such a way that relationships are not based on classical hierarchical relationships between superiors and subordinates but on relationships of interdependence and acknowledgment of the role the individual plays in the team. The objective of this article is to present the competences required by nurses in top organizational leadership positions from two viewpoints: as seen by nurses in top leadership positions and as seen by nurses in subordinate positions.Methods: A descriptive research method using a questionnaire as the measuring instrument was used. The questionnaire was based on the competence model of leadership in public administration in Slovenia and was tested on various professional groups.Results: Statistically signifi cant differences were observed with regard to the majority of competences between nurses in top leadership positions and nurses in non-leadership positions. Therefore, the views regarding what competences nurses in leadership positions should have substantially differed within theprofessional group.Conclusions: The fi rst conclusion is therefore that education on leadership on both the theoretical and practical levels must be introduced into undergraduate study programmes of health colleges. With the help of factor analysis we formed fi ve subgroups within the professional group of nurses: three subgroups within the group of nurses in leadership positions and two subgroups within the group of nurses in nonleadershippositions. A special education programme should be prepared for each of these subgroups.

Sources of workplace violence against nurses

BACKGROUND Health care employees, especially nurses, are often victims of workplace violence. OBJECTIVE The objective of this research is to study the frequency and degree of violence against nurses and to analyze correlations between various sources and types of violence. METHODS A survey was carried out using a representative sample of nurses in Slovenia. Data was collected using a questionnaire designed specifically for the purposes of the survey. The collected data was analyzed using descriptive, correlational and inferential statistics. RESULTS A total of 692 nurses participated in the survey. Verbal violence (n = 416) and physical violence (n = 180) were identified. The most frequent perpetrators of verbal violence were patients (listed as a source of violence by 39.3% of the respondents) and peers (39.6%), with the most forceful identified as physicians and patients. Physical violence against nurses was most often initiated by patients (20.8%) who were also the most forceful source in this category. Nurse leaders were found to be the most frequent and forceful sources of violence in terms of leadership level. A positive correlation between external (patient and relatives) and internal (physician and nurse) sources of violence was determined. CONCLUSIONS A better understanding of the association between different types and sources of violence may support the development of action-oriented violence management. Health care organisations should limit violence at its less severe levels and at its primary source.

Measuring Sustainability — Index of Balanced Sustainable Development

The need for aggregated sustainability information has become a concrete goal of nations committed to contributing to sustainable development and to the establishment of an integrated economic, environmental and social information system for the sustainability assessments.

Training Needs Assessment for Leaders in Nursing Based on Comparison of Competency Models

Abstract Background and Purpose: The main purpose behind the formation of leadership competency models must be the improvement of leadership. A competency model should serve as one of the tools for selecting the most suitable leaders, appraising their work, assessing training needs and preparing programmes of functional and formal education. The objective of this research is to assess the training needs of leaders in health care. A comparison of leadership competency models between different professional groups should serve as one of the tools with which to assess the training needs of various levels of leaders. Design/Methodology/Approach: A descriptive study using a survey design was conducted on 141 nurse leaders in Slovenia. Respondents indicated to what extent each of 95 different behaviours was characteristic of a person at their leadership level. Results: The most important competence dimensions (groups of behaviours) for leaders in health care are (1) at the first - top leadership level: strategic thinking, openness to change and responsibility; (2) for leaders at the second - middle leadership level: relations with co-workers, animation, resistance to stress; and (3) for leaders at the third leadership level: realisation skills, execution of procedures, communication. Training needs assessments were done for three leadership levels in nursing care. Conclusions: The greatest need for training of nurse leaders can be observed at the third leadership level. Special training programmes should be organised in the competency areas of realisation skills, execution of procedures, communication, education and ethics