Kultura, zmocnění a autonomie: Zkoumání rozdílů mezi samo-řídícími a manažersky-hierarchickými organizacemi

Self-managing organizations (SMOs) seems to be promising alternative to the managerial-hierarchical organizations (MHOs), especially in their ability to adapt to complex changes in society. Although the number of self-managing companies is growing, there is just a few empirical studies examinating their application in Czech companies. The thesis examines the differences in Czech companies in specific characteristics, namely: psychological empowerment, autonomy at work and culture orientation. Analysis of primary data (N = 165) revealed that members of SMOs show statistically higher values of psychological empowerment which means higher commitment and autonomy; furthermore that the members of SMOs show higher statistics of autonomy at work, which means decentralization of power and active involvement of members of SMOs. The results of the cultural orientation of SMOs point to statistically lower values for horizontal individualism, indicating a willingness to work together and shape their organization; lower values of vertical individualism, which means a supportive environment with minimal stress and less conflict between individual employees; and the lower values of vertical collectivism, which signifies the rejection of authoritarian rule and strict hierarchy. The assumption of higher values of horizontal collectivism, which would mean interconnectedness and equality between members, has not been proven in SMOs. The limitation of the work is the problematic classification of organizations, the solution of which is outlined in the recommendation. The contribution of the work is a summary of the current state of long-term research at the University of Economics in Prague and the development of the state of knowledge in the other three characteristics related to the self-managing organization.