The impact of job change on employees within the organization

Izhodišča: Leto 2016 v slovenskem prostoru predstavlja prelomnico v zdravstvu, saj so se odprli UC v 10 mestih. Kader je bil prerazporejen iz drugih oddelkov, drugih ustanov oziroma na novo zaposlen. Zanimalo nas je, kako so novoodprti UC po Sloveniji vplivali na zaposlene, ki so že delali na področju zdravstvene nege, vendar delo v UC predstavlja začetek njihovega kariernega razvoja. Raziskovalna metodologija: Uporabili smo anketni vprašalnik. Anketirali smo 96 zaposlenih v vseh UC, in sicer z različno stopnjo izobrazbe, delovno dobo in delovnimi izkušnjami. Vprašalnike smo analizirali, podatke pa obdelali v programu SPSS ter jih prikazali grafično. Rezultati: Ugotovili smo, da novo delovno mesto posameznikom predstavlja strokovni izziv (69 %), možnost soodločanja o prerazporeditvi v UC (59 %), boljše medosebne odnose (64 %) ter možnost kariernega razvoja (71 %). Diskusija in zaključek: Glede na to, da so delovišča nova (novost izvajanja zdravstvene nege) v slovenskem prostoru, se že pojavljajo določeni negativni vplivi na zaposlene v UC. Potrebno bi bilo bolj motivirati zaposlene, morda izbrati drugačno obliko dela, ki bi jih manj obremenila, motivirati z dvigom plačilnih razredov, nagrajevanjem itd. Na osnovi rezultatov smo podali priporočila o spremembah.Introduction: The year 2016 represents in the Slovenian health space the turning point, milestone respectively. In that year ten urgency centres around Slovenia opened their doors, namely in cities. The employees were redeployed from other departments within hospitals, other institutions as well as there were new employees. We were interested in researching and revealing what kind of impact did opening of urgency centres had among employees, which were already working in the health care field as well as among those which were at the beginning of their career development. Research methodology: Questionnaires among 96 employees with different level of education and working age, with different working experiences were used, in all ten urgency centres. We have analysed and processed them with SPSS methods and the data were also graphically displayed. Results: We discovered that the new working place represents individuals professional challenge (69%), decision option about deploying in urgency centre (59%), better relationships among employees (64%) and new possibilities of career development (71%). Discussion and conclusion: Talking about new working places in health care in Slovenian space there are already some negative effects occurring among employees in urgency centres. Therefore, some new approaches would be needed such as motivation, different kind of work which is less stressful, raising wage classes, other forms of rewarding, etc. Based on results we have recommended some changes