Communications - Scientific Letters of the University of Zilina 2013, 15(4):96-99 | DOI: 10.26552/com.C.2013.4.96-99

Participative Management Style and its Relation to Employee Willingness to Accept Job Offer in the Same Company Once Again

Monika Rolkova1
1 Department of Economics, Faculty of Operation and Economics of Transport and Communications, University of Zilina, Slovakia

Participative management style is based on the involvement of employees in decision-making and problem-solving in the company, as well as on supporting their high autonomy and own initiative. The article describes outcomes of the research which examines the interaction between the management style and willingness of employees to accept job offer in the current company once again if they were asked in the future. Results confirmed that there is highly significant correlation between the belief of employees they would accept the job offer in the same enterprise again and their satisfaction with current management style as well as use of the elements of participative management style.

Keywords: participative management style, manager, demotivation, job offer, decision - making

Published: November 30, 2013  Show citation

ACS AIP APA ASA Harvard Chicago Chicago Notes IEEE ISO690 MLA NLM Turabian Vancouver
Rolkova, M. (2013). Participative Management Style and its Relation to Employee Willingness to Accept Job Offer in the Same Company Once Again. Communications - Scientific Letters of the University of Zilina, 15(4), 96-99. doi: 10.26552/com.C.2013.4.96-99
Share...
Download citation
  • BibTeX (.bib)
  • Bookends (.ris)
  • EasyBib (.ris)
  • EndNote (.enw)
  • EndNote 8 (.xml)
  • ISI WoS (.isi)
  • Medlars (.medlars)
  • Mendeley (.ris)
  • MODS (.xml)
  • Papers (.ris)
  • RefWorks (.txt)
  • RefManager (.ris)
  • RIS (.ris)
  • MS Word (.xml)
  • Zotero (.ris)
    • Open full article

    References

    1. CARNEY, B. M., GETZ, I.: Freedom at Work (in Czech), Praha: PeopleComm, 2011. ISBN 978-80-904890-1-1.
    2. URIGA, J.: How the Work Will Look Like in Ten Years (in Slovak), Trend, 12.5.2011, pp.14-17. ISSN 1336-2674.
    3. URBAN, J.: How to Prevent Employee Demotivation (in Czech), Human Resources Management, No. 4, 2011, pp. 31. ISSN 1801-4690.
    4. Management Study Guide: A Basic Understanding of Participative Management. 2012, [online]
    5. URBAN, J.: Goals and Methods of Employee Participation (in Czech), Mzdy & personalistika v praxi, No. 7, 2005. [online] cit. 1.8.2012:
    6. JINDRA, J.: Management Alphabet - Participative Management Style (in Czech), Metodicky portal RVP 3.11.2008, [online] cit. 7.7.2012:
    7. CEJTHAMR, V., DEDINA, J.: Management and Organizational Behaviour (in Czech), Praha: Grada Publishing 2010. ISBN 978-80-247-3348-7.
    8. WORLD BLU: 10 Principles of Organisational Democracy. World Blu, 2012, cit. 30.6.2012, [online]:
    9. EBY, L.T., FREEMAN, D.M., RUSH, M.C., LANCE, C.E.: Motivational Bases of Affective Organizational Commitment: A Partial Test of an Integrative Theoretical Model, J. of Occupational and Organizational Psychology, vol. 72, 1999, pp. 463-483, ISSN: 2044-8325. Go to original source...
    10. PIERCE, J. L., RUBENFELD, S. A., MORGAN, S.: Employee Ownership: A Conceptual Model of Process and Effect, Academy of Management Review, vol. 16, 1991, pp. 121-144, ISSN 0363-7425. Go to original source...
    11. KIM, S.: Participative Management and Job Satisfaction: Lessons for Management Leadership, Public Administration Review, No. 3-4, 2002, pp. 231-241, ISSN 1540-6210. Go to original source...
    12. PAVLICA, K.: Social Research, Company and Management (in Czech), Praha : Ekopress, 2000. ISBN 80-86119-25-4.
    13. STEPANIK, J.: The Most Often Mistakes and Failures of Managerial Praxis (in Czech), Praha: Grada Publishing, 2010. ISBN 978-80-247-2494-2.

    This is an open access article distributed under the terms of the Creative Commons Attribution 4.0 International License (CC BY 4.0), which permits use, distribution, and reproduction in any medium, provided the original publication is properly cited. No use, distribution or reproduction is permitted which does not comply with these terms.


    Return to the content