Organizational Flexibility, Employee Security, and Organizational Efficiency – a Case Study of Slovenian Public and Private Sector Organizations

Abstract

Background: Literature defines different types of flexibility and security with regard to work. Regardless of which type of flexibility or security is discussed, the consequences for individuals, organizations or employers and society are significant. Purpose: The purpose of the research was to compare and analyse the correlation between the different types of flexibility and security in work and organizational efficiency. Methodology: Data was gathered using the Computer-Assisted Web Interview (CAWI) method. A link to an online questionnaire was e-mailed to randomly selected organisations across all economic sectors in Slovenia that had a published e-mail address, either in business directories or on a company website. We asked them to forward our e-mail to their employees. The correlation between different variables was used for data analysis. Results: The results of our research show that there is a low positive level of correlation between different types of flexibility and security in the context of work and also between different types of flexibility in work and organizational efficiency. The correlation between different types of security in work and organizational efficiency is positive and medium strong. Conclusion: It is recommended that the legislators be aware of the importance of their correlation with organizational efficiency when preparing legislative amendments regarding introduction of the flexibility and security in the field of work.

Organizational network and strategic business performance

“…Organizational flexibility being an outcome of organizational network constitutes the primary mechanism through which SMEs can transform their strategies and structures for achieving SBP. Previous studies also supported the positive relationship between organizational flexibility and performance (Kozjek and Ferjan, 2015;Vecchiato, 2015), however, our attention is to check the impact of organizational network on SBP through organizational flexibility.…”

“…Organizational flexibility is a primary mean that enables firms to acquire necessary changes for shaping skills, advancing knowledge and improving behavior to achieve strategic goals (Vecchiato, 2015). Flexible organizations can recombine firm's internal as well as external resources for accomplishing long range objectives while achieving SBP (Kozjek and Ferjan, 2015). Flexibility in structure and strategies provides strategic information which produces a positive change in organizational culture, systems and processes (Volberda, 1996).…”

“…Contextualizing SMEs, organizational networks enhance the strategic options for consistent performance and improve organization's flexible behavior (Lin and Lin, 2016). Furthermore, organizational networks increase firm's ability to engage in synergetic efforts and ensure organizational flexibility (Walter et al, 2006;Kozjek and Ferjan, 2015). This organizational flexibility helps an enterprise to develop competitive knowledge about key opportunities for attaining SBP and overcome confrontation (Dyer and Singh, 1998;Vecchiato, 2015).…”

Entrepreneurial Orientation, Economic Factors and Performance of Selected Quoted Consumer Goods Manufacturing Companies in Nigeria: A Combined Effect

“…Flexibility can also be seen as the degree which an organisation is adaptable to administrative relations and the authority that are rested in situational expertise (Adonsi, 2003). Kozjek and Ferjan (2015) used functional flexibility, numerical flexibility, external flexibility, and internal flexibility organization flexibilty to describe organization flexibility. Goodwin (2012) sees numerical flexibility as the capability of organizations and employers to regulate the number of its employees.…”