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DC poleHodnotaJazyk
dc.contributor.authorBienkowska, Agnieszka
dc.contributor.authorTworek, Katarzyna
dc.contributor.authorZablocka-Kluczka, Anna
dc.contributor.authorZimmer, Joanna
dc.date.accessioned2024-02-03T14:59:14Z
dc.date.available2024-02-03T14:59:14Z
dc.date.issued2023
dc.identifier.citationE+M. Ekonomie a Management = Economics and Management. 2023, roč. 26, č. 4, s. 66-85.cs
dc.identifier.issn1212-3609 (print)
dc.identifier.issn2336-5064 (online)
dc.identifier.urihttp://hdl.handle.net/11025/55257
dc.format20 s.cs
dc.format.mimetypeapplication/pdf
dc.language.isoenen
dc.publisherTechnická univerzita v Libercics
dc.rightsCC BY-NC 4.1en
dc.subjectkrizový štábcs
dc.subjectpracovní výkoncs
dc.subjectorganizační důvěracs
dc.subjectorganizační komunikacecs
dc.subjectsdílení znalostícs
dc.subjectjistota prácecs
dc.subjectotevřenost změnámcs
dc.subjectCOVID-19cs
dc.titleThe role of crisis management in organisations functioning in COVID-19 pandemic conditionsen
dc.typečlánekcs
dc.typearticleen
dc.rights.accessopenAccessen
dc.type.versionpublishedVersionen
dc.description.abstract-translatedThe purpose of the paper is to analyse the influence of crisis management on job performance as well as indicate a mechanism, which supports such influence. The theoretical model was proposed based on a literature review, showing the role of organisational trust, organisational communication, knowledge sharing, job security and openness to change in shaping job performance by crisis management among organisations operating under COVID-19 pandemic conditions. The model was empirically verified based on a sample of 1,160 organisations operating in Poland, Italy and the USA during an active wave of the pandemic in 2021. The obtained results allow to confirm that crisis management significantly positively influences the job performance of employees in organisations operating under the dynamic and turbulent COVID-19 pandemic conditions. Moreover, such influence was proven to be mediated by organisational trust, organisational communication, knowledge sharing, job security and finally – openness to change. The performed analysis fills in the existing research gap and constitutes and important contribution to the field of crisis management. The results show that in order for crisis management to bring benefits to the entire organisation, employees need to go beyond the routines of their behavior and efficiently adapt to the changed conditions of the organisation. The openness to change becomes a de facto enabler of that. The obtained results also have practical implications, showing the mechanism through which crisis management impacts individual employees, allowing organisations to stimulate each factor and contributing to the possibility of ensuring more benefits coming from implementing crisis management.en
dc.subject.translatedcrisis managementen
dc.subject.translatedjob performanceen
dc.subject.translatedorganisational trusten
dc.subject.translatedorganisational communicationen
dc.subject.translatedknowledge sharingen
dc.subject.translatedjob securityen
dc.subject.translatedopenness to changeen
dc.subject.translatedCOVID-19en
dc.identifier.doihttps://doi.org/10.15240/tul/001/2023-4-005
dc.type.statusPeer revieweden
Vyskytuje se v kolekcích:Číslo 4 (2023)
Číslo 4 (2023)

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  1. DSpace at University of West Bohemia
  2. Publikace ZČU / UWB Publications
  3. Časopisy ZČU / UWB Journals
  4. Ekonomie a management
  5. 2023
  6. Číslo 4 (2023)