Osobine ličnosti, organizacione orijentacije i nesigurnost zaposlenja kao prediktori organizacione identifikacije, predanosti i opšte psihološke dobrobiti zaposlenih
Personality traits, organizational orientations and employment uncertanity as predictors of organizational identification, commitment and general psychological well-being: integrative approach
Author
Todorović, Dušan Lj.Mentor
Đurišić-Bojanović, MirosavaCommittee members
Čabarkapa, MilankoPavlović, Zoran
Marković, Zorica
Metadata
Show full item recordAbstract
Kroz nauku i praksu postuliran je širok spektar, neretko različitih, shvatanja
odnosa pojedinca i organizacije. Svaki od pristupa i paradigmi organizacionog
ponašanja suštinski predstavlja vrlo parcijalizovanu analizu, što predstavlja dominantnu
odliku organizacione psihologije. Savremeniji teoretski pristupi usmeravaju se ka
„otvorenim sistemima”, prihvatajući značaj spoljašnjih faktora u odnosu na radnu
organizaciju. U tom smislu, socio-ekološki modeli, fokus interesovanja stavljaju kako
na ponašanje pojedinca, tako i na determinante okruženja.
Upravo iz razloga što je zanemarljivo mali broj istraživanja koja uzimaju u obzir
i dispozicione ali i kontekstualne varijable istovremeno u naučnu analizu, te posmatraju
organizaciju kao otvoren sistem, ova studija je na jedan obuhvatni način, koristeći
integrativni pristup, pokušala da ostvari predikciju kriterijuma vezanih za organizacionu
identifikaciju, građansko ponašanje, predanost i opštu psihološku dobrobit i blagostanje
zaposlenih, a... na osnovu seta prediktora - predstavljenih kroz osobine ličnosti
zaposlenih, organizacione orijentacije i percipiranu nesigurnost zaposlenja.
Uzorak istraživanja činilo je 923 ispitanika zaposlenih u privatnom i državnom
sektoru, anažovanih na proizvodnim, uslužnim i administrativnim poslovima.
Obuhvatao je ispitanike oba pola, različitih godina starosti i dužine radnog staža,
različite stručne spreme, različitog ekonomskog statusa (zavisno od objektivnih
primanja i subjektivnog zadovoljstva istim), različitog bračnog statusa, različitih odlika
sekundarne porodice (sa i bez dece). U uzorku su zastupljeni i rukovodioci i izvršioci.
Bazični cilj istraživanja predstavljalo je utvrđivanje strukturalnog modela koji bi
pružio mogućnost objašnjenja najvišeg procenta varijabilnosti kriterijumskih varijabli
istraživanja (organizacione identifikacije, predanosti, građanskog ponašanja zaposlenih
kao i njihove subjektivne procene opšte psihološke dobrobiti i blagostanja), te
* Rad je nastao u okviru projekta 179002 koji finansira Ministarstvo prosvete, nauke i
tehnološkog razvoja Republike Srbije
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proveravanje pretpostavke da će bolju predikciju kriterijuma ostvariti integrativni
modeli koji u obzir uzimaju kako dispiozicione tako i kontekstualne faktore, u
poređenju sa parcijalnim modelima.
Strukturalni modeli u koje je, pored osobina ličnosti i organizacionih orijentacija
zaposlenih, uključena i percipirana nesigurnost zaposlenja kao prediktorska varijabla,
pokazali su najbolje indekse fitovanja. Pored navedenog, oni su pružili najadekvatniju
opciju za povećanje objašnjene varijabilnosti svake od kriterijumskih varijabli, a sve u
poređenju sa modelima koji parcijalno uzimaju u razmatranje samo pojedinačne faktore.
Istraživanje je pokazalo da postoji dobra perspektiva da se napravi jedan
integrativni model odnosa pojedinca i organizacije, u kojem su se korišćene varijable
poput osobina ličnosti i organizacionih orijentacija zaposlenih pokazale kao dobar izbor.
Naročito se značajnom pokazala varijabla koja se odnosi na percipiranu nesigurnost
zaposlenja, koja u kontekstu burnih društvenih promena i ekonomske nestabilnosti,
pokazuje značajne efekte na zaposlene, a pre svega kroz pojačanu mogućnost za
gubitkom radnog mesta i pojavu opšte brige za sigurnošću zaposlenja.
U završnom odeljku studije, rekapitulacija svih dobijenih rezultata ukazuje na
prednosti koje proizilaze iz primene integrativnog pristupa u objašnjenju odnosa
pojedinca i radne organizacije. Uzimanje u obzir isključivo dispozicionih, ili isključivo
kontekstualnih varijabli, daje slabiju mogućnost predviđanja značajnih aspekata za
funkcionisanje pojedinca u radnoj organizaciji. Shodno tome, nedvosmislene preporuke
za dalja istraživanja stavljaju akcenat na modele okrenute otvorenim-ekološkim
sistemima, te posebno primenu pluralističih gledišta i integrativnih pristupa
Through science and practical experience a wide range of, often different,
understandings of relation between an individual and an organization has been
postulated. Each approach to and paradigm of organizational behaviour in their essence
represent partialized analysis, which comprises a dominant characteristic of
organizational psychology. Contemporary theoretical approaches are directed towards
the “open systems” – they strive to accept the significance of external factors in relation
to a work organization. Therefore, socio-ecological models place the focus of their
interest both on individual’s behaviour and environmental determinants.
Due to the fact that very few researches took into account both dispositional and
contextual variables at the same time during the scientific analysis – implying they
primarily present an organization as an open system – this study in a comprehensive
way, using the integrative approach, tries to achieve the prediction of the criteria related
to orga...nizational identification, civic behaviour, commitment and general psychological
wellbeing of employees based on a set of predictors – personal characteristics of the
employees, organizational orientation and perceived employment insecurity.
The sample of this research was comprised of 923 respondents employed in
private or public sector, with positions in production, service and administration. The
respondents were of both genders, of different age groups and years of service, they
were of different educational and economical background (which was evaluated based
on real income and the individual’s satisfaction with it), they were of different marital
status and form of secondary family (with or without children). The sample was
comprised of both managers and executors.
The primary goal of this research was to establish a structural model that could
provide the possibility to explain the highest percentage of variability of research
criteria variables (organizational identification, commitment, civic behaviour of the
* This research was supported by a research grant of the Ministry of Education, Science
and Technological Development of the Republic of Serbia, within the framework of the
179002 project.
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employees as well as their subjective estimation of general psychological wellbeing),
and, in addition, to validate the assumption that the integrative models which take into
consideration both dispositional and contextual factors will make a better prediction of
the criteria than the partial models.
Structural models that, in addition to personal characteristics and organizational
orientations of employees take into account perceived employment insecurity as
predictor variable as well, demonstrated the best fitting indexes. Furthermore, they
provided the most adequate option for increasing the explained variability of each
criteria variable. This conclusion is drawn on the basis of the comparison with the
models which partially take into consideration only individual factors.
This research showed that there is a good perspective to make a single
integrative model of the individual-organization relation in which variables such as
personal characteristics and organizational orientation of employees were used and
proved to be a good choice. Especially significant variable was the one referring to
perceived employment insecurity that in the context of turbulent social change and
economic instability has a significant effect on employees. This seems to be the
consequence of the higher risk of losing one’s job and the general concern about the
secure employment.
In the conclusion of the study recapitulation of the obtained results indicates a
number of advantages that come from utilizing an integrative approach in explaining
relation between an individual and a work organization. If one takes into consideration
only dispositional or, on the other hand, only contextual variables it can lead to a lower
possibility of predicting significant aspects of an individual’s functioning inside an
organization. Having this in mind, the strong recommendation for further research
would undoubtedly be to focus on models which are comprised of open-ecological
systems, especially on the application of pluralist viewpoints and integrative
approaches
Faculty:
Универзитет у Београду, Филозофски факултетDate:
20-05-2015Projects:
- Indicators and models of family and work roles harmonization (RS-MESTD-Basic Research (BR or ON)-179002)