Comparison of Organizational Climate in the Regional Unit of the National Institute of Public Health Before and After Reorganization

Organizations have been focused on organizational climate (OC) as one of the influencing factors, which has an impact on organizational outcomes, attaining organizational goals and employee satisfaction. Our research focuses on the regional unit of the National Institute of Public Health in Slovenia and the comparison of the OC before (2013) and after reorganization (2015). We used a modified SiOK (Slovenian Organizational climate) questionnaire to shed light on employees’ perception of OC. OC and reorganization are closely connected on account of the relationship between management and employees; if OC is positive, we can expect less complicated process of reorganization as it can be if it is negative. The research revealed misfired attempt of OC improvement in all dimensions, though we expected ameliorated results in the three worst assessed OC dimensions before reorganization. Further, in the paper several recommendations are suggested to managers facing reorganization

Vpliv učiteljeve zaznave ravnateljevih vedenj, ki opolnomočijo na dimenzije psihološkega opolnomočenja

Background and Purpose: School leader has an effect on teachers in divergent ways. If school leader wants their teachers to be successful and satisfied, he or she must have the potential to prompt work conditions that build up teachers’ psychological empowerment. Main aim of our research was to empirically test the relations between teachers’ perceptions of school leaders’ empowering behaviours and all dimensions of psychological empowerment (meaning, competence, self-determination and impact). Design/Methodology/Approach: We tested four hypotheses in one structural model by using structural equation modelling (SEM). The quantitative data was collected through an online survey on a sample of 525 primary school teachers in Slovenia by using two already validated questionnaires, The School Leader Empowering Behaviours (SLEB) and Psychological Empowerment Questionnaire (PEQ). Results: Findings show that teachers’ perceptions of school leaders’ empowering behaviours are positively and statistically significantly related to all dimensions of psychological empowerment (meaning, competence, self-determination and impact). Conclusion: Knowledge of psychological empowerment can be beneficial for school leaders, because with this comprehension they can strengthen apprehension and potential in exercising empowering behaviours towards their teachers to maximize their psychological empowerment.Ozadje in namen: Ravnatelj na različne načine vpliva na učitelje. Ravnatelj, ki si želi uspešnih in zadovoljnih učitel­jev, je sposoben ustvariti delovne pogoje, ki vplivajo na povečanje psihološkega opolnomočenja učiteljev. Glavni cilj naše raziskave je bil empirično preveriti razmerje med učiteljevimi zaznavami ravnateljevih vedenj, ki opolnomočijo in dimenzijami psihološkega opolnomočenja učiteljev (pomen, kompetentnost, samodoločenost in vpliv). Oblikovanje/Metodologija/Pristop: S pomočjo strukturnega modeliranja (SEM) smo testirali štiri hipoteze v enem strukturnem modelu. Podatke za raziskavo smo zbrali s pomočjo spletne ankete, ki je bila izvedena med 525 slov­enskimi učitelji, zaposlenimi v osnovnih šolah. Za merjenje učiteljevih zaznav ravnateljevih vedenj, ki opolnomočijo smo uporabili vprašalnik SLEB avtorjev Lee in Nie, za merjenje dimenzij psihološkega opolnomočenja pa Spreitzerin PEQ. Rezultati: Rezultati raziskave kažejo, da učiteljeva zaznava ravnateljevih vedenj, ki opolnomočijo, pozitivno in statistično značilno vpliva na vse dimenzije psihološkega opolnomočenja učiteljev (pomen, kompetentnost, samod­oločenost in vpliv). Sklep: Poznavanje psihološkega opolnomočenja je za ravnatelje izjemnega pomena, predvsem pa je ključno, da ravnatelji ozavestijo svoje veščine vodenje in s povečanjem vedenj, ki opolnomočijo učitelje, ustvarijo delovno okolje, ki bo učitelje še bolj opolnomočilo. Raziskave na področju ravnateljevega vodenja so dokaj nove, zato je opravljena raziskava prispevala nova spoznanja na področju vodenja v vzgoji in izobraževanju ter področju psihologije dela

Terminologija klinične prehrane: Motnje prehranjenosti in s prehranjenostjo povezana stanja

Izhodišča: Prehransko stanje posameznika uvrščamo med ključne dejavnike njegovega zdravja. Za učinkovito individualno in multidisciplinarno obravnavo stanj, povezanih s prehranskim stanjem posameznika, moramo dobro poznati terminologijo klinične prehrane. Ker je klinična prehrana kot medicinska stroka razvita tudi pri nas, v tujini pa so tovrstni terminološki dokumenti že na voljo, želimo tudi v Sloveniji na podlagi konsenza oblikovati enotno terminologijo. Metode: Prispevek je osnovan na podlagi eksplicitnega terminološkega dogovora. K sodelovanju smo povabili obsežno skupino relevantnih slovenskih strokovnjakov s kliničnih, predkliničnih in drugih področij, ki so povezana z dejavnostjo klinične prehrane v medicini, pri oblikovanju pa je sodeloval tudi terminolog s področja medicine. Kot izhodišče smo izbrali terminološke smernice Evropskega združenja za klinično prehrano in presnovo ter ob njih upoštevali najnovejša strokovna priporočila za posamezne pojme. Avtorji so bili v stiku prek osebnih srečanj in elektronske pošte. Pri končnem oblikovanju konsenza je sodelovalo 42 avtorjev iz 19 slovenskih ustanov. Rezultati: Predstavljamo temeljne pojme, terminološke definicije in pripadajoče slovenske termine s področja klinične prehrane. Opredelili smo osnovne motnje prehranjenosti – podhranjenost, prekomerno hranjenost, neravnovesje mikrohranil in sindrom ponovnega hranjenja. Poleg tega smo opredelili tudi s prehranjenostjo povezana stanja – sarkopenijo in krhkost. Osnovne pojme smo podprli s kliničnim kontekstom, v katerem nastopajo. Zaključki: Poenoteno razumevanje osnovnih patoloških stanj, ki jih obravnava klinična prehrana, je izhodišče za nadaljnji razvoj stroke, poleg tega pa je podlaga tudi za prehransko obravnavo in učinkovito prehransko oskrbo

Terminologija klinične prehrane: Prehranska obravnava – presejanje prehranske ogroženosti in prehranski pregled

Izhodišča: Pomembno vlogo pri prehranski obravnavi imata tako presejanje prehranske ogroženosti kot prehranski pregled, na podlagi katerega lahko postavimo diagnozo motnje prehranjenosti ali s prehranjenostjo povezane motnje. Ocena posameznikovega prehranskega stanja, ki jo pridobimo s prehransko obravnavo, je namreč ključna za načrtovanje učinkovite prehranske oskrbe. Za razvoj področja je pomembno, da so vsi termini, ki se uporabljajo pri kliničnem delu, usklajeni. Taki terminološki dokumenti v mednarodnem prostoru že obstajajo, smiselni pa so tudi za slovenščino in naše okolje. Metode: Prispevek temelji na eksplicitnem terminološkem dogovoru skupine 42 relevantnih slovenskih strokovnjakov iz 19 slovenskih ustanov. Osnova oblikovanja terminoloških smernic je terminološki dokument Evropskega združenja za klinično prehrano in presnovo, pri čemer so bili upoštevani tudi novejši izsledki klinične prehrane. Rezultati: Predstavljeni so slovenski termini in terminološke definicije s področja klinične prehrane. Opredeljeni so osnovni pojmi s področja prehranske obravnave, ki je praviloma del medicinske obravnave. Predstavljena sta pojma prehranska ogroženost in presejanje prehranske ogroženosti, ob čemer so navedeni tudi različni presejalni testi za presejanje prehranskih motenj in s prehranjenostjo povezanih stanj. Podrobno so opredeljeni tudi prehranski pregled in njegovi sestavni deli. Zaključki: Tako presejanje prehranske ogroženosti kot prehranski pregled sta bistvena za diagnostično obravnavo v okviru klinične prehrane, poenoteno razumevanje terminologije pa omogoča primerno prepoznavo patoloških stanj pri bolnikih in pripravo ustreznega načrta prehranskih ukrepov

THE INFLUENCE OF PSYCHOLOGICAL EMPOWERMENT AND JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT OF TEACHERS AT FACULTIES: DIFFERENCES BETWEEN SLOVENIA AND SELECTED COUNTRIES

Pomembnost znanja na področju upravljanja s človeškimi viri se povečuje, zato se organizacije vedno bolj zanimajo za nova spoznanja s tega področja, saj se zavedajo, da so zaposleni gonilo vsake organizacije. Omenjena spoznanja so pomembna tudi za akademsko sfero. Če želimo imeti uspešnega in učinkovitega zaposlenega, mora biti ta zadovoljen z vsem vidiki dela, hkrati pa si organizacije želijo, da bi čutili čim večjo pripadnost ter zato ne bi povzročali skrbi o njihovem odhodu drugam. Da pa imamo celoten vpogled v počutje posameznika, moramo gledati nanj tudi s psihološkega vidika, kjer ima pomembno vlogo psihološko opolnomočenje. Psihološka ocena posameznika vpliva tako na zadovoljstvo kot na pripadnost, zato smo v magistrskem delu preverili predpostavljeni konceptualni model vpliva psihološkega opolnomočenja in zadovoljstva z delom na organizacijsko pripadnost. Raziskavo smo izvedli med 408 visokošolskimi pedagogi v Sloveniji, Srbiji, Avstriji, Nemčiji, na Češkem in Hrvaškem. Med seboj smo primerjali preiskovane konstrukte psihološkega opolnomočenja, zadovoljstva z delom in organizacijske pripadnosti. Za ugotavljanje psihološkega opolnomočenja smo uporabili Spreitzerin PEQ, Spectorjev JSS za zadovoljstvo z delom in OCQ za merjenje organizacijske pripadnosti avtorjev Allenove in Meyerja. Rezultati so pokazali, da so najbolj psihološko opolnomočeni visokošolski pedagogi v Srbiji, najmanj pa v Nemčiji. Z delom so najbolj zadovoljni v Avstriji, najmanj v Sloveniji. Najvišjo čustveno pripadnost zaznavajo v Sloveniji, medtem ko najnižjo v Nemčiji. Kalkulativna organizacijska pripadnost je najvišji rezultat dosegla na Hrvaškem, najnižjega na Češkem. Najvišjo vrednost normativne organizacijske pripadnosti zaznavajo na Češkem, najnižjo pa v Avstriji. Do statistično pomembnih razlik ni prišlo le na področju kalkulativne organizacijske pripadnosti. Nadaljnje smo preverili ustreznost predpostavljenega konceptualnega modela vpliva psihološkega opolnomočenja in zadovoljstva z delom na organizacijsko pripadnost, ki smo ga osnovali kot prvi na svetu ter omenjene tri konstrukte povezali med seboj. Rezultati so pokazali mejno ujemanje raziskovalnega modela. Raziskava je prispevala nova spoznanja na področjih organizacijske psihologije in upravljanja s človeškimi viri. Za nadaljnje raziskave priporočamo preverbo konceptualnega modela v različnih okoljih ter v povezavi z organizacijsko kulturo, strukturo organizacij in osebnostmi lastnosti posameznikov.The importance of knowledge in the field of human resources management is increasingthus, organisations are increasingly interested in new knowledge from this field because they are aware of employees being their driving force. This set of knowledge is also important for academic sphere. An effective and efficient employee can only be the one satisfied with all aspects of his workadditionally, organisations strive to have committed employees who do not cause concern about leaving elsewhere. To have a complete insight into one’s feeling, we have to include psychological perspective, where psychological empowerment plays an important role. Psychological assessment of an individual influences both his satisfaction and commitmenttherefore, this master thesis examines the presupposed conceptual model of the influence of psychological empowerment and job satisfaction on organisational commitment. The survey was conducted among 408 university pedagogues in Slovenia, Serbia, Austria, Germany, Czech Republic and Croatia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer\u27s PEQ was used for the assessment of the psychological empowerment, Spector\u27s PEQ for job satisfaction, and Allen\u27s and Meyer\u27s OCQ for the assessment of organisational commitment. The research showed that the highest level of psychological empowerment can be found among university pedagogues from Serbia and the lowest from Germany. Job satisfaction level is the highest in Austria and the lowest in Slovenia. Affective organisational commitment is the highest in Slovenia and the lowest in Germany. Calculative organisational commitment scored the highest in Croatia and the lowest in Czech Republic. Additionally, the outcomes show the highest level of normative organisational commitment in Czech Republic and the lowest in Austria. Only calculative organisational commitment was not found as statistically significant. Furthermore, the suitability of the presupposed conceptual model of the influence of psychological empowerment and job satisfaction on organisational commitment was examined. This model is the first in the world to ever connect the three mentioned constructs. The results show marginal agreement of the research model. The research contributed new findings to the fields of organisational psychology and human resources management. For further research we suggest the verification of the conceptual model in various spheres and in connection with organisational culture, organisational structure, and personal properties of individuals

ORGANIZATIONAL CLIMATE BEFORE REORGANIZATION IN THE INSTITUTE OF PUBLIC HEALTH X

POVZETEK Organizacijsko vzdušje in kultura sta elementa v organizaciji, ki sta tesno povezana z vsemi ostalimi procesi in delujočimi v organizaciji. Vsaka nova aktivnost ali dogajanje vpliva na njiju, kar se odraža na vseh ostalih področjih organizacije ter močno vpliva na zaposlene. Vzdušje v organizaciji vpliva na zaposlene, in če je vzdušje dobro, imamo zadovoljnega in motiviranega delavca, ki je motiviran in učinkovit na svojem delovnem mestu. Zelo je pomembno, da zaposleni čutijo pripadnost organizaciji in se poistovetijo z njenimi cilji. Vodilni morajo stremeti po čim večji motiviranosti zaposlenih, saj bodo delavci bolj dovzetni za uvajanje novosti, dodatnega dela in večje kakovosti dela. Temelji za dobro organizacijsko vzdušje pa so v enakopravnem in pravičnem vodenju, ki se odraža na vseh ravneh organizacije, notranje komuniciranje in informiranje med vsemi zaposlenimi ter dobri delovni odnosi v organizaciji. Ko vse to združimo v zaokroženo celoto, je organizacija sposobna sama reševati konflikte znotraj nje na pravičen način. Predmet preučevanja v diplomskem delu je bilo organizacijsko vzdušje v Zavodu za zdravstveno varstvo x. Ker je organizacija ravno pred postopkom reorganizacije, nas je zanimalo, kakšno je stanje organizacijskega vzdušja. Ugotovljeno je bilo, da je organizacijsko vzdušje na povprečnem nivoju, vendar sta dve dimenziji organizacijskega vzdušja na precej nizkem nivoju. Najbolje sta bili ocenjeni dimenziji organizacijskega vzdušja Odnos do kakovosti ter Inovativnost in iniciativnost, najslabše pa dimenziji Nagrajevanje in Razvoj kariere. Potrjene so bile tudi vse tri postavljene hipoteze, in sicer zaposleni v organizaciji x, ki so zadovoljni s svojim dosedanjim razvojem pred reorganizacijo, menijo, da imajo vsi enake možnosti za napredovanje, da so zaposleni v organizaciji x, ki so zavzeti za svoje delo, v večji meri pripravljeni na dodaten napor, kadar se to pri delu zahteva in da zaposleni, ki menijo, da ima organizacija x velik ugled v okolju, pogosteje govorijo pozitivno o njej.ABSTRACT Organizational atmosphere and culture are elements within the organization that are closely linked to all other processes and actors in the organization. Any new activity or development affect on them, which is reflected in all other areas of the organization with a strong impact on employees. The atmosphere in the organization affects employees, and if it is good, we have a satisfied and motivated worker who is motivated and effective in the workplace. It is very important that employees feel loyal to the organization and identify with its objectives. Leaders must strive to maximize employee motivation, because this way employees will be more receptive to the introduction of innovations, additional work and the quality of the work. The foundation for a good organizational atmosphere in an equal and fair management, which is reflected at all levels of the organization, internal communication and information among all employees and good working relationships within the organization. When you combine all this in a coherent set, the organization is capable of solving conflicts within itself in a fair way. The object of study in diploma thesis was the organizational atmosphere in the Institute of Public Health x. Since the organization is just before the procedure of reorganization, we wanted to know what is the situation of the organizational atmosphere. It has been found that the organizational atmosphere is at the average level, but there are two dimensions of the organizational atmosphere at a rather low level. The best assessed were the dimensions Attitudes towards quality and Innovation and initiative, and the worst assessed dimensions were the Remuneration and Career development. All three hypotheses were confirmedfirstly, the employees of the organization x, who are satisfied with their existing development before the reorganization, believe that all have equal opportunities for promotion, secondly, the employees of the organization x, who are dedicated to their work, are more willing to exert additional effort where the work requires it, and finally, the employees, who believe that the organization x has a high reputation in the environment, more often speak positively about it

Psihološko opolnomočenje, zadovoljstvo z delom in organizacijska pripadnost visokošolskih pedagogov

Background and Purpose: Organizations should implement new findings from the field of human resource management. If an organization wants to have successful and effective employees, they should be satisfied with all aspects of work and at the same time they should be feel commitment towards an organization. To have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment. Design/Methodology/Approach: The survey was conducted among 409 university lecturers in Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer’s PEQ was used for the assessment of the psychological empowerment, Spector’s JSS for job satisfaction, and Allen’s and Meyer’s OCQ for the assessment of organisational commitment. Results: The research showed that the highest level of psychological empowerment can be found among university lecturers from Serbia and the lowest from Germany. Job satisfaction level is the highest in Austria and the lowest in Slovenia. Affective organisational commitment is the highest in Slovenia and the lowest in Germany. Continuance organisational commitment scored the highest in Croatia and the lowest in Czech Republic. Additionally, the outcomes show the highest level of normative organisational commitment in Czech Republic and the lowest in Austria. Only affective organisational commitment was not found as statistically significant. Conclusion: Knowledge of psychological empowerment, job satisfaction and organizational commitment can be helpful for leaders, because with this knowledge they can manage, develop and motivate employees properly.Ozadnje in namen: Organizacije morajo uvajati nova spoznanja s področja upravljanja kadrovskih virov. Če želi imeti organizacija uspešne in učinkovite zaposlene, morajo le-ti biti zadovoljni z vsemi vidiki dela in bodo hkrati čutili večjo pripadnost organizaciji. Za popoln vpogled v zaposlene, morajo organizacije poskrbeti za psihološko stran zaposlen­ih, ki se kaže v psihološkem opolnomočenju. Oblikovanje/Metodologija/Pristop: Raziskava je bila izvedena med 409. visokošolskimi pedagogi iz Avstrije, Hr­vaške, Češke, Nemčije, Srbije in Slovenije. Proučevani konstrukti psihološkega opolnomočenja, zadovoljstva z de­lom in organizacijske pripadnosti so bili primerjani po državah. Spreitzerin PEQ je bil uporabljen za ocenjevanje psihološkega opolnomočenja, Spectorjev JSS za zadovoljstvo z delom ter Allenin in Meyerjov OCQ za oceno orga­nizacijske pripadnosti. Rezultati: Raziskava je pokazala, da je najvišja stopnja psihološkega opolnomočenja med visokošolskimi pedagogi iz Srbije in najnižja med tistimi iz Nemčije. Zadovoljstvo z delom je najvišje v Avstriji in najnižje v Sloveniji. Čustve­na organizacijska pripadnost je najvišja v Sloveniji in najnižja v Nemčiji. Kalkulativna organizacijska pripadnost je najvišje ocenjena na Hrvaškem in najnižje na Češki. Dodatno, rezultati pokažejo, da je najvišja stopnja normativne organizacijske pripadnosti na Češkem in najnižja v Avstriji. Do statistično značilnih razlik ni prišlo le v primeru čust­vene organizacijske pripadnosti. Sklep: Poznavanje psihološkega opolnomočenja, zadovoljstva z delom in organizacijske pripadnosti je koristno za vodje, saj lahko s tem znanjem ustrezno upravljajo, razvijajo in motivirajo zaposlene

Do entrepreneurʼs creative abilities influence companyʼs growth?

The main aim of our research was to empirically test how the independent constructs representing the entrepreneur’s creative abilities are connected to the construct of the company’s growth and to develop and empirically test a structural model linking these constructs. We tested two models with structural equation modelling. We compared two structural models, which were made based on the sample of entrepreneurs from Slovenia and USA combined and Serbia. The findings showed that the entrepreneur’s creative abilities are positively related to company’s growth in case of Slovenia and USA combinedin the Serbian context, we did not find connection between the entrepreneur’s creative abilities and the company’s growth. The results of this study can be used both for further research and in practice

Vpliv strahu pred krajo identitete in zaznavo tveganja na namero nakupa prek spleta

Background and Purpose: Online activities are present in almost every aspect of people’s daily lives. Online purchases are also increasing each year and therefore it is important to investigate what influences online purchase intentions. Online purchase intentions are among everything else, influenced by the fear of identity theft and perceived risk. Design/Methodology/Approach: The online survey was conducted among 190 participants from Slovenia. The relations between the constructs of fear of financial losses, fear of reputational damage, perceived risk and online purchase intention were investigated. Results: The research showed that the relations between the constructs of fear of financial losses, fear of reputational damage, perceived risk are positive and the relation between the constructs of perceived risk and online purchase intention were negative. All of the relations were statistically significant. Conclusion: Understanding the impact of fear of identity theft and perceived risk on online purchase intention can be helpful for online sellers, because with these findings they can manage this fear and perceived risk to increase online purchase intention and address the risks accordingly. Online sellers should therefore regard new findings from the field of online sales. If an online store wants to have success in sales, they should consider all sides of customers’ desires as well as their restraints. Keywords: e-commerce; fear of identity theft; online purchase intention; perceived risk; SEMOzadje in namen: Spletna aktivnosti so del skoraj vsakega vidika vsakodnevnega življenja ljudi. Prav tako se vsako leto povečujejo spletni nakupi, zaradi česar je pomembno proučevati, kaj vpliva na namero nakupa prek spleta. Na namere nakupa prek spleta med drugim vplivata tudi strah pred krajo identitete in zaznavo tveganja. Oblika/Metodologija/Pristop: Spletna raziskava je bila izvedena na vzorcu 190-ih udeležencih iz Slovenije. Povezavemed konstrukti strahu pred finančno izgubo, strahu pred izgubo ugleda, zaznavo tveganja in namero nakupa prek spleta so bile proučevane. Rezultati: Raziskava je pokazala, da so povezave med konstrukti strahu pred finančno izgubo, strahu pred izgubo ugleda in zaznavo tveganja pozitivne ter, da je povezava med konstruktoma zaznave tveganja in namero nakupa prek spleta negativna. Vse povezave so bile statistično značilne. Zaključek: Razumevanje vpliva strahu pred krajo identitete in zaznavo tveganja na namero nakupa prek spleta je lahko koristno za spletne prodajalce, saj lahko s temi ugotovitvami upravljajo ta strah in zaznavo tveganja za povečanje namere nakupa prek spleta in ustrezno obravnavajo tveganja. Spletni prodajalci morajo zato upoštevati nove ugotovitve s področja spletne prodaje. Če si spletna trgovina želi imeti uspešno prodajo, mora upoštevati tako želje uporabnikov kot njihove zadržke.. Ključne besede: e-trgovanje, strah pred krajo identitete, namera nakupa prek spleta, zaznava tveganja, SE

Vpliv strahu pred krajo identitete in zaznavo tveganja na namero nakupa prek spleta

Background and Purpose: Online activities are present in almost every aspect of people’s daily lives. Online purchases are also increasing each year and therefore it is important to investigate what influences online purchase intentions. Online purchase intentions are among everything else, influenced by the fear of identity theft and perceived risk. Design/Methodology/Approach: The online survey was conducted among 190 participants from Slovenia. The relations between the constructs of fear of financial losses, fear of reputational damage, perceived risk and online purchase intention were investigated. Results: The research showed that the relations between the constructs of fear of financial losses, fear of reputational damage, perceived risk are positive and the relation between the constructs of perceived risk and online purchase intention were negative. All of the relations were statistically significant. Conclusion: Understanding the impact of fear of identity theft and perceived risk on online purchase intention can be helpful for online sellers, because with these findings they can manage this fear and perceived risk to increase online purchase intention and address the risks accordingly. Online sellers should therefore regard new findings from the field of online sales. If an online store wants to have success in sales, they should consider all sides of customers’ desires as well as their restraints.Ozadje in namen: Spletna aktivnosti so del skoraj vsakega vidika vsakodnevnega življenja ljudi. Prav tako se vsako leto povečujejo spletni nakupi, zaradi česar je pomembno proučevati, kaj vpliva na namero nakupa prek spleta. Na namere nakupa prek spleta med drugim vplivata tudi strah pred krajo identitete in zaznavo tveganja. Oblika/Metodologija/Pristop: Spletna raziskava je bila izvedena na vzorcu 190-ih udeležencih iz Slovenije. Povezavemed konstrukti strahu pred finančno izgubo, strahu pred izgubo ugleda, zaznavo tveganja in namero nakupa prek spleta so bile proučevane. Rezultati: Raziskava je pokazala, da so povezave med konstrukti strahu pred finančno izgubo, strahu pred izgubo ugleda in zaznavo tveganja pozitivne ter, da je povezava med konstruktoma zaznave tveganja in namero nakupa prek spleta negativna. Vse povezave so bile statistično značilne. Zaključek: Razumevanje vpliva strahu pred krajo identitete in zaznavo tveganja na namero nakupa prek spleta je lahko koristno za spletne prodajalce, saj lahko s temi ugotovitvami upravljajo ta strah in zaznavo tveganja za povečanje namere nakupa prek spleta in ustrezno obravnavajo tveganja. Spletni prodajalci morajo zato upoštevati nove ugotovitve s področja spletne prodaje. Če si spletna trgovina želi imeti uspešno prodajo, mora upoštevati tako želje uporabnikov kot njihove zadržke.