Gazdálkodás- és Szervezéstudományok Doktori Iskola

Állandó link (URI) ehhez a gyűjteményhez

https://hdl.handle.net/2437/2299

Gazdálkodástudományi Kar

Gazdálkodás- és Szervezéstudományok Doktori Iskola
(vezető: Dr. Nábrádi András)

Társadalomtudományi doktori tanács

A doktori iskola korábbi neve: Ihrig Károly Gazdálkodás- és Szervezéstudományok Doktori Iskola Hatályos: 2024. június 30. napig

Böngészés

Gazdálkodás- és Szervezéstudományok Doktori Iskola Szerző szerinti böngészés "Al Jafa, Hasan"

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    Agile management concept in improvement of IT organization's processes
    Al Jafa, Hasan; Várallyai, László; Ihrig Károly gazdálkodás- és szervezéstudományok doktori iskola; Gazdaságtudományi Kar::Alkalmazott Informatika és Logisztika Intézet
    This research investigates how Agile principles and methods influence trust building and the reduction of workplace bullying, addressing a key research gap within remote and hybrid work environments. The study integrates both quantitative and qualitative approaches, focusing on freelance IT workers and Agile practices such as Scrum, retrospectives, user stories, and Kanban boards. Agile methodologies are analysed not just as a project management framework but as a cultural practice that promotes transparency and collaboration, which are critical in reducing workplace bullying and fostering employee trust. The core argument is that Agile methodologies, originally designed for software development, have broader applications in enhancing workplace culture, communication, and collaboration across industries. The results highlight the effectiveness of Agile practices in reducing micromanagement and fostering open communication—both critical in minimising bullying. Agile's emphasis on transparency and accountability reduces opportunities for workplace bullying by creating a culture of mutual respect with less stress associated with less ambiguity in a fast-changing world. Methodology A mixed-methods research design explored the causal relationship between Agile implementation, workplace bullying, and trust in remote working environments. The cross-sectional study utilised both descriptive and explanatory research approaches, combining a quantitative survey distributed to 200 freelance IT professionals and qualitative interviews with 12 participants residing in Hungary and the Netherlands to gain deeper insights. The quantitative data were analysed using statistical methods like structural Hypotheses test using Smart-PLS, correlation analysis, and regression models to test hypotheses concerning trust, bullying, and Agile practices. Additionally, qualitative data were thematically analysed to extract subjective experiences related to Agile environments and their influence on trust and workplace culture. Key findings: 1. Agile Methodologies Foster Trust: Agile practices, such as daily stand-ups, retrospectives, and Scrum meetings, were shown to enhance trust through transparency, regular feedback, and team empowerment. These practices reduce micromanagement and create self-organising teams, diminishing the likelihood of bullying. 2. Reduction of Workplace Bullying: The structured communication inherent in Agile methodologies helps mitigate power imbalances, a common root of workplace bullying. Agile environments encourage openness, where employees feel safe reporting incidents of abuse and discrimination. Including anonymous reporting mechanisms and clear anti-bullying policies is crucial in such settings. Agile leadership plays a significant role in ensuring compliance with anti-bullying policies and creating safe, transparent workspaces, especially for freelancers and remote workers. 3. Impact on Remote Work: Agile practices are particularly effective in remote work environments. They facilitate daily communication and promote accountability. This helps prevent the social isolation often linked to bullying in remote teams. Stand-ups and Sprints are agile virtual collaboration tools that keep remote workers engaged and connected to their teams. 4. Agile HR Practices: Agile's tools for managing uncertainty, such as user stories and Kanban boards, provide HR teams with new strategies for talent acquisition, retention, and engagement, further contributing to a respectful, bullying-free environment. These tools also help manage the diverse working conditions of remote and hybrid teams, enabling thoughtful planning and collaboration. 5. Managerial Training and Power Dynamics: Addressing managerial misconduct and power imbalances through training and regular feedback mechanisms ensures managers can effectively support their teams, especially in remote and hybrid work setups. Such training fosters cultural sensitivity and conflict resolution skills, reducing the risk of managerial abuse and bullying. The research's recommendations suggest that companies across sectors should adopt Agile methodologies to enhance workplace trust, foster collaboration, and create environments that are resilient to bullying and discrimination in remote and hybrid work settings. The study calls for a cultural shift towards Agile values such as transparency, team empowerment, and continuous learning to create safer, more inclusive workplaces.