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Amaç :Bu çalışmada, çalışanların, iş performansı ve iş doyumu açısından Beş Faktör Kişilik Modeliyle kişilik özelliklerinin incelenmesi amaçlanmıştır. Bu amaçla iş performansı ve doyumunu yordayan kişilik özellikleri belirlenmiştir. Tasarım/Yöntem:Çalışmaya 278 farklı meslek ya da iş kolunda çalışan toplam 4975 kişi (2142 kadın, 2833 erkek) katılmıştır. Katılımcıların, 19-85 yaşları arasında oldukları ve 1-63 yıl arasında süreyle bir işte çalıştıkları belirlenmiştir. Katılımcıların, iş performansı ve iş doyumu değerlendirmeleri alınmış kişilik ölçümü ise Beş Faktör Kişilik Envanteri uzun formu ile yapılmıştır. Grupların iş performansları ve iş doyum düzeyleri kişilik özellikleri açısından karşılaştırılmıştır. Sonuçlar:Önce iş performansı ve iş doyum düzeyinin yordanması için çoklu doğrusal regresyon analizi yapılmıştır. Sonuçlara göre hem iş performansını hem de iş doyumunu birçok kişilik faktörü ve alt boyutunun yordadığı gösterilmiştir. Daha sonra katılımcıların, iş performansı ve iş doyumu düzeyine göre MANOVA ile kişilik profilleri karşılaştırılmıştır. Özgün Değer:İş performansı ve iş doyumu yüksek grubun, iş performansı ve iş doyumu düşük gruptan birçok kişilik özelliğinde farklılaştığı görülmüştür. Elde edilen sonuçlar ilgili alanyazını doğrultusunda tartışılmıştır.
Objectives: In the present study, it was aimed to examine personality characteristics of the employees in terms of job performance and job satisfaction depending on the Five Factor Model of Personality. For this purpose, the personality traits that predict job performance and satisfaction were determined. Methods: A total of 4975 people (2142 female and 2833 male) from 278 different occupational groups have participated in the study. It was observed that participants ranged in age from 19 to 85 years. Working years of participants ranged between 1 and 63 years. Job performance and job satisfaction evaluations were collected separately; personality assessments were conducted through the long form of the Five Factor Personality Inventory. In addition, personality characteristics of groups, which were formed in terms of job performance and job satisfaction levels, were compared. Results: In the first place, in order to predict job performance and job satisfaction levels multiple linear regression analyses were performed. Results showed that several personality factors and sub-dimensions predict both job performance and job satisfaction significantly. Afterwards, personality profiles of the participants were compared in terms of their levels of job performance and job satisfaction with MANOVA. Originality: The high job performance and job satisfaction group differed in many personality dimensions from the low job performance and job satisfaction group. The results interpreted here in this study have been discussed in line with those of previous studies.
Objectives: In the present study, it was aimed to examine personality characteristics of the employees in terms of job performance and job satisfaction depending on the Five Factor Model of personality. For this purpose, the personality traits that predict job performance and satisfaction were determined. Methods: A total of 4975 people (2142 female and 2833 male) from 278 different occupational groups have participated in the study. It was observed that participants ranged in age from 19 to 85 years. Working years of participants ranged between 1 and 63 years. Job performance and job satisfaction evaluations were gathered separately; personality assessments were conducted through the long form of the Five Factor Personality Inventory. In addition, personality characteristics of groups, which were formed in terms of job performance and job satisfaction levels, were compared. Results: In the first place, in order to predict job performance and job satisfaction levels multiple linear regression analyses were performed. Results showed that several personality factors and sub-dimensions predict both job performance and job satisfaction significantly. Afterwards, personality profiles of the participants were compared in terms of their levels of job performance and job satisfaction with MANOVA. Originality: The high job performance and job satisfaction group differed in many personality dimensions from the low job performance and job satisfaction group. The results interpreted here in this study have been discussed in line with those of previous studies.
Alan : Sosyal, Beşeri ve İdari Bilimler
Dergi Türü : Uluslararası
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