Projects / Programmes source: ARIS

The Impact of Corporate Governance, Organizational Learning, and Knowledge Management on Modern Organization

Research activity

Code Science Field Subfield
5.04.00  Social sciences  Administrative and organisational sciences   

Code Science Field
S000  Social sciences   

Code Science Field
5.06  Social Sciences  Political science 
knowledge management, innovation management, organizational learning, modern concepts of management, leadership development, ethics
Evaluation (rules)
source: COBISS
Researchers (25)
no. Code Name and surname Research area Role Period No. of publicationsNo. of publications
1.  37437  PhD Katja Babič  Economics  Junior researcher  2017 - 2018  16 
2.  28680  PhD David Bogataj  Urbanism  Researcher  2019 - 2021  336 
3.  07799  PhD Marija Bogataj  Urbanism  Researcher  2019 - 2021  583 
4.  37434  PhD Katerina Božič  Economics  Researcher  2017 - 2019  30 
5.  39180  PhD Simon Colnar  Administrative and organisational sciences  Researcher  2017 - 2021  125 
6.  33389  PhD Matej Černe  Economics  Researcher  2017 - 2018  582 
7.  08627  PhD Vlado Dimovski  Economics  Head  2017 - 2021  1,511 
8.  37929  Sandra Đurašević    Technical associate  2017 - 2021 
9.  18780  PhD Marko Ferjan  Administrative and organisational sciences  Researcher  2017 - 2021  1,212 
10.  35390  PhD Barbara Grah  Economics  Researcher  2017 - 2021  123 
11.  16091  PhD Teodora Ivanuša  Administrative and organisational sciences  Researcher  2019 - 2021  340 
12.  16251  PhD Eva Jereb  Administrative and organisational sciences  Researcher  2017 - 2018  752 
13.  23013  PhD Robert Kaše  Economics  Researcher  2017 - 2021  400 
14.  16007  PhD Tomaž Kolar  Economics  Researcher  2017 - 2021  328 
15.  18935  PhD Matej Lahovnik  Economics  Researcher  2017 - 2018  649 
16.  53494  Ajda Merkuž  Economics  Junior researcher  2019 - 2021  23 
17.  28012  PhD Katarina Katja Mihelič  Economics  Researcher  2017 - 2021  337 
18.  19765  PhD Darja Peljhan  Economics  Researcher  2017 - 2021  360 
19.  23028  PhD Sandra Penger  Economics  Researcher  2017 - 2021  713 
20.  31354  PhD Judita Peterlin  Economics  Researcher  2017 - 2021  351 
21.  28910  PhD Gregor Pfajfar  Economics  Researcher  2017 - 2018  310 
22.  29073  PhD Iztok Podbregar  Administrative and organisational sciences  Researcher  2019 - 2021  790 
23.  11977  PhD Borut Rusjan  Economics  Researcher  2017 - 2018  289 
24.  51895  PhD Antonio Sadarić  Economics  Junior researcher  2018 - 2019  18 
25.  23019  PhD Miha Škerlavaj  Economics  Researcher  2017 - 2018  676 
Organisations (2)
no. Code Research organisation City Registration number No. of publicationsNo. of publications
1.  0584  University of Ljubljana, School of Economics and Business (SEB)  Ljubljana  1626922  41,695 
2.  0586  University of Maribor, Faculty of Organizational Sciences  Kranj  5089638018  10,321 
Based on previous research of research program members we found out that the level of occurrences of knowledge hiding behavior between employees increases more than ever before, that is why it as worth further investigation of our research group. The occurrence of knowledge hiding reduces the level of creativity and cause the drop of creative ideas and consequently ideas implementation. Ethics and opinion of the society in which one organization is located plays an important role on the awareness and recognition of the phenomenon of knowledge hiding and has an important role on the preparation of appropriate sanctions for it. Knowledge hiding does not occur only an individual level, but also on a team level. Based on the findings of previous research it is necessary to design a modern way of (future) organization which will be flat with its shape (“design organization of future”). Future organization will be designed in a way which will be able to effectively prevent the occurrence of knowledge hiding. This aim could be achieved with a proper way of leadership and management. Because, the authentic leader is a suitable person which forms and leads organization in a direction, where they support mutual assistance and encouraging knowledge sharing and information among employees within organization. But the most important issue is how to design future organization in a way where knowledge hiding and information will not be the case at all, therefore this is a vital content of our research program in the future. Our research program group will deal with identified research problem through several specific and well-structured interconnected studies: 1) The influence of dynamic capabilities on competitive advantages of companies in a highly turbulent environment; 2) Knowledge hiding: influence on the level of creativity, drop of creative ideas and ideas implementation; 3) Non-technological innovations and their relation to the development of novel organizational structures; 4) Conscious and the unconscious (un)ethical behavior in organizations; 5) Prosocial and proactive behaviour of employees; 6) Role of multiple intelligences in the context of knowledge management; 7) Work-family dynamics; 8) Gamification: engagement raising, competencies development and employee well-being; 9) Quality management; 10) Management control systems; 11) Authentic leadership, learning organization, neuroleadership, big data; 12) Attributes of the learning organization, organizational learning and the environmental situational factors. With the above presented research we intend to contribute not only to knowledge management but also to the development of the innovation management. In particular, we will conduct qualitative in depth research with the relevant respondents. We want to determine the existence and influence of specific dynamic capabilities on the competitive advantages. Our research will have important theoretical as well as managerial implications in the field of knowledge and innovation management.
Significance for science
Research within our program group is valuable for the development of several scientific fields that our program group covers. Bellow we emphasize key contributions to science. Developing different models of quality management with the specific aims will enable identification and synthesis of the key elements of quality management system. This can contribute to a more precise definition of the content of quality management area. Synthesis on the basis of induction also helps to build a generalized model of quality management. The contribution to science is also in the development of a measurement instrument for calculative culture’s dimensions that can be applied in all contingency-based studies The theoretical and empirical importance of developing and applying dynamic capabilities is useful for strategic management as a field of study as well as for practitioners. Therefore, it calls for deeper understanding. The dynamic capabilities view has received lot of attention in recent years, although the outcome is a complex, sometimes confusing body of research. Literature review on dynamic capabilities reflects the youthfulness of the approach, but also creates confusion that might hinder any more effective progress within the field. The existing empirical studies are limited. One difficulty might arise from the apparent dominance of quantitative studies, which might infer the presence of dynamic capabilities by examining a firm’s performance outcomes. We need fine-grained case studies of firms which have been able to sustain a competitive advantage over time in dynamic environments. That is why we decided to examine and apply our theoretical approach of dynamic capabilities on a case study. Our research findings will increase the understanding of ethical or unethical acts of individuals. Similarly, we expect that findings in the area of integrating work and family obligations will show how job factors relate to work-family conflicts and will shed light on how employees in European countries are combining different obligations. The study of the conscious and the unconscious (un)ethical behavior in organizations is relevant for the development of organizational sciences. Business ethics has an important influence on the company's reputation, brand, customer and investor confidence, indicating that business ethics is no longer a luxury or an option but a building block of good business in the current and future organizations. The researchers distinguish between conscious and unconscious (un) ethical behavior, but factors that could affect one or another form of (un)ethical behavior, are yet poorly studied. The concept of learning organization is theoretically justified. Scientifically has been proven that the use of the concept of learning organization impacts business results. Theory and practice as examples of good practices mainly refer to multinational companies and large organizations. In our research study, we will focus on smaller organizations that operate in environments exposed to situational factors and that meet the needs of market niches. We will explore how attributes of learning organization function in interaction with situational factors of the environment.
Significance for the country
Current research shows that the average period for which firms are able to sustain a competitive advantage has decreased over time. The recent/ongoing global economic crisis presents challenges that are even more significant and forces firms to be more creative and ambitious when seeking ways to survive. A firm's ability to identify internal capabilities and to differentiate it from its competitors is crucial. Slovenia is a small open economy and most of Slovenian companies need to compete in the global markets. Therefore, our proposed concept is even more important. Models of quality management contribute to the standardization of best practices. Application of specific models will enable improvement of performance within organizations which are introducing such models. Standardizing best practices also allows their rapid dissemination and enforcement in other areas and activities. Through the identification of conditions and factors that can influence the improvement of knowledge management and innovation management we will help companies and other organizations with suggestions of activities to promote management innovation. These themes have great importance for the success of both large and small businesses, as well as management innovation impact on the performance of companies, both in technological and non-technological sectors. In our study, we will investigate the three broad concepts that are related to the current problems of employee training, business competitiveness and the welfare of employees; involvement, competence development and wellbeing of employees. Involvement as opposed to apathy and passivity is today one of the key problems in regular education, which continues also in the organizational context and lifelong learning. Competencies are fundamental to the success and competitiveness of enterprises, as well as non-profit organizations. This is especially true for the development of the following competences; adaptability to new situations, strategic creativity, cooperation and communication in the group, team management - according to the principles of coaching, collective ambition and self-confidence (the so-called group potency). Welfares of employees as stress reduction, increased job satisfaction and the quality of working relationships are crucial for the quality of life and often neglected activities, especially in times of crisis. The research will explore all three themes and as an option will signal their mutual synergy.
Most important scientific results Annual report 2017, 2018, 2019
Most important socioeconomically and culturally relevant results Annual report 2017, 2018, 2019
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