20.500.12556/ReVIS-13989 DEJAVNIKI TVEGANJA ZA FLUKTUACIJO ZAPOSLENIH IZ SOCIALNO VARSTVENIH ZAVODOV RISK FACTORS FOR EMPLOYEE TURNOVER IN SOCIAL WELFARE INSTITUTIONS Izhodišča: Fluktuacija zaposlenih je gibanje delovne sile, ki se kaže v odhodih, menjavi ali prezaposlovanju kadra, kar lahko pomembno vpliva na stabilnost organizacije. Na fluktuacijo vplivajo delovni pogoji, plačilo, psihosocialne obremenitve, organizacijski odnosi in individualne okoliščine zaposlenih. V socialnovarstvenih zavodih, kjer gre za zahtevne pogoje oskrbe ranljivih skupin, so ti dejavniki še izrazitejši in lahko pomembno vplivajo na zadovoljstvo in zadržanje kadra. Namen naše raziskave je preučiti tveganja za fluktuacijo zaposlenih iz socialnovarstvenih zavodov. Metoda: Raziskava je temeljila na kvalitativnem raziskovalnem pristopu in deskriptivni metodi. Za potrebe empiričnega dela so bili zbrani, analizirani in sintetizirani primarni in sekundarni viri. Primarno zbiranje podatkov v mesecu septembru 2025 je temeljilo na sestavljeni predlogi za polstrukturirani intervju. Izbrani vzorec je bil namenski in je vključeval šest udeležencev: tri diplomirane medicinske sestre, enega tehnika zdravstvene nege, enega bolničarja negovalca in eno osebo s srednješolsko izobrazbo, ki so bili zaposleni v socialnovarstvenem zavodu in so ga zapustili. Rezultati: Intervjuvanci so navedli, da na fluktuacijo vplivajo organizacijski dejavniki (slabi delovni pogoji, nizko plačilo, pomanjkanje kadra), psihosocialni dejavniki (izgorelost, stres, konflikti, občutek spregledanosti), individualni dejavniki (starost, pričakovanja, zdravstvene težave) in sistemski dejavniki (nestabilno financiranje, nizka družbena prepoznavnost poklica). Kot glavne razloge za odhod so izpostavili preobremenjenost, neurejene urnike, nizko plačilo in slabe odnose z vodstvom. Večina je poročala o upadu motivacije in negativnem vplivu dela na duševno zdravje. Razprava: Rezultati potrjujejo ugotovitve tujih raziskav, da kombinacija neustreznih delovnih pogojev, nizkega plačila in psihosocialnih obremenitev bistveno povečuje namero po odhodu. Za zmanjšanje fluktuacije je potreben celovit pristop, ki vključuje izboljšanje delovnih pogojev, konkurenčno plačilo, večje možnosti za strokovni razvoj, krepitev vodstvenih kompetenc in psihosocialno podporo zaposlenim. Na sistemski ravni so ključni stabilno financiranje, jasni kadrovski normativi in promocija poklica. Brez teh ukrepov bo sektor dolgotrajne oskrbe še naprej izpostavljen kadrovskim krizam, kar bo negativno vplivalo na kakovost oskrbe uporabnikov. Background: Employee turnover represents the movement of the workforce, reflected in departures, job changes, or reemployment in other institutions, which can significantly affect the stability of an organization. The occurrence of turnover is influenced by a range of risk factors, such as working conditions, pay, psychosocial burdens, organizational relationships, and individual circumstances of employees. In social care institutions, where work is carried out under demanding conditions involving the care of vulnerable groups, these factors are even more pronounced and can strongly affect employee satisfaction and retention. The purpose of our research is to examine the risk factors for employee turnover in social care institutions. Methods: The research was based on a quantitative research approach and a descriptive method. For the purposes of the empirical part, primary and secondary sources were collected, analyzed, and synthesized. Primary data collection, conducted in the month of September, was carried out using a prepared template for a semi structured interview. The selected sample was purposive and included six participants: three registered nurses, one nursing technician, one nurse assistant, and one individual with secondary education, all of whom were employed in a social care institution and subsequently left it. Results: The interviewees stated that employee turnover is influenced by organizational factors (poor working conditions, low pay, staff shortages), psychosocial factors (burnout, stress, conflicts, a lack of recognition), individual factors (age, expectations, health issues), and systemic factors (unstable funding, low social recognition of the profession). They highlighted excessive workload, irregular schedules, low pay, and poor relationships with management as the main reasons for leaving. Most reported a decline in motivation and a negative impact of work on their mental health. Discussion: The results confirm previous research findings that a combination of inadequate working conditions, low pay, and psychosocial strain significantly increases turnover intentions. Reducing turnover requires a comprehensive approach that includes improving working conditions, competitive pay, greater opportunities for professional development, strengthening leadership competencies, and providing psychosocial support for employees. At the systemic level, stable funding, clear staffing standards, and promotion of the profession are essential. Without these measures, the long-term care sector will remain vulnerable to staffing crises, negatively impacting the quality of care provided to users. fluktuacija zaposlenih socialnovarstveni zavodi dejavniki tveganja prezaposlovanje delovni pogoji izgorelost. employee turnover social care institutions risk factors job mobility working conditions burnout. true false false Slovenski jezik Angleški jezik Diplomsko delo/naloga 2026-06-05 17:24:18 2026-06-05 17:24:19 2026-06-06 03:11:14 0000-00-00 00:00:00 2026 0 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 1970-01-01 25037 4338$$melisa_avdic_diplomska_naloga.pdf 4338$$melisa_avdic_diplomska_naloga.pdf 1 013FDFB136CEC3ED77D80251CE837401 3e061edc1d2b8067184fa4651202aed791b5e04e50a46f73a470d7f969e6010f 9f5bcc1b-60f2-11f1-9215-001a4af901a5 https://revis.openscience.si/Dokument.php?lang=slv&id=16958 Univerza v Novem mestu - Fakulteta za zdravstvene vede 0 0 0