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Personality traits, organizational orientations and employment uncertanity as predictors of organizational identification, commitment and general psychological well-being: integrative approach

dc.contributor.advisorĐurišić-Bojanović, Mirosava
dc.contributor.otherČabarkapa, Milanko
dc.contributor.otherPavlović, Zoran
dc.contributor.otherMarković, Zorica
dc.creatorTodorović, Dušan Lj.
dc.date.accessioned2020-07-03T10:04:29Z
dc.date.available2020-07-03T10:04:29Z
dc.date.issued2015-05-20
dc.identifier.urihttp://eteze.bg.ac.rs/application/showtheses?thesesId=2272
dc.identifier.urihttp://nardus.mpn.gov.rs/handle/123456789/4253
dc.identifier.urihttps://fedorabg.bg.ac.rs/fedora/get/o:10136/bdef:Content/download
dc.identifier.urihttp://vbs.rs/scripts/cobiss?command=DISPLAY&base=70036&RID=525647511
dc.description.abstractKroz 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 6 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 pristupasr
dc.description.abstractThrough 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 organizational 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. 8 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 approachesen
dc.formatapplication/pdf
dc.languagesr
dc.publisherУниверзитет у Београду, Филозофски факултетsr
dc.relationinfo:eu-repo/grantAgreement/MESTD/Basic Research (BR or ON)/179002/RS//
dc.rightsopenAccessen
dc.sourceУниверзитет у Београдуsr
dc.subjectzaposlenisr
dc.subjectradna organizacijasr
dc.subjectintegrativni pristupsr
dc.subjectodnos pojedinac-radna organizacijasr
dc.subjectotvoreni-ekološki sistemisr
dc.titleOsobine ličnosti, organizacione orijentacije i nesigurnost zaposlenja kao prediktori organizacione identifikacije, predanosti i opšte psihološke dobrobiti zaposlenihsr
dc.titlePersonality traits, organizational orientations and employment uncertanity as predictors of organizational identification, commitment and general psychological well-being: integrative approachen
dc.typedoctoralThesis
dc.rights.licenseBY-NC-SA
dcterms.abstractЂуришић-Бојановић, Миросава; Чабаркапа, Миланко; Павловић, Зоран; Марковић, Зорица; Тодоровић, Душан Љ.; Особине личности, организационе оријентације и несигурност запослења као предиктори организационе идентификације, преданости и опште психолошке добробити запослених; Особине личности, организационе оријентације и несигурност запослења као предиктори организационе идентификације, преданости и опште психолошке добробити запослених;
dc.identifier.fulltexthttp://nardus.mpn.gov.rs/bitstream/id/27669/Disertacija41.pdf
dc.identifier.fulltexthttp://nardus.mpn.gov.rs/bitstream/id/27670/Dusan_Todorovic_referat_FZF-24837.pdf


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