İş Performansının Yordayıcıları Olarak Kişisel İyi Oluş ve Kişilik Özellikleri

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DOI : 10.29228/ideas.64070
Year-Number: 2022-46
Yayımlanma Tarihi: 2022-10-21 18:22:37.0
Language : Türkçe
Konu : Psikoloji
Number of pages: 697-707
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Abstract

Bu çalışmada sektör ayırımı yapılmadan çalışanlarda iş performansı, kişilik özellikleri (Beş Faktör Kişilik Modeli çerçevesinde) ve kişisel iyi oluş arasındaki ilişkilerin incelenmesi amaçlanmıştır. Bu doğrultuda kişisel iyi oluş, kişilik özellikleri ve iş performansı arasındaki ilişkilerin farklı ilişkisel modellerle incelenmesi planlanmıştır. Çalışmaya 18-60 yaşları arasında (ort. = 31,70; s = 8,97) 216 erkek (% 47,4), 240 kadın (% 52,6) olmak üzere toplam 456 çalışan katılmıştır. Çalışmada Kişisel İyi Oluş İndeksi, Büyük Beş-50 Kişilik Testi ve Osgood tipi ölçümle iş performansı ölçümü alınmıştır. Veriler yol analizi kullanılarak değişkenler arasında kurulan beş farklı ilişkisel modelle incelenmiştir. Birinci modelde kişisel iyi oluşla iş performansı yordanmıştır. Bu modelde R2 = 0,05 olarak hesaplanmış ve model uyumu görülmemiştir. İkinci modelde kişilik özellikleriyle iş performansı yordanmış ancak kişisel iyi oluş aracı değişken olarak alınmıştır. Bu modelde de R2 = 0,05 olarak hesaplanmış ama zayıf model uyumu görülmüştür. Üçüncü modelde sadece kişilik özellikleriyle iş performansı yordanmıştır. Bu modelde R2 = 0,12 olarak hesaplanmış ve iyi model uyumu görülmüştür. Dördüncü modelde kişilik özellikleri aracı değişken olarak alınmış, bu modelde de R2 = 0,11 olarak hesaplanmıştır. Son model de ise kişisel iyi oluş kişilik özellikleriyle birlikte alınarak iş performansı yordanmıştır. Bu modelde iş performansı için en yüksek açıklama oranı (R2 = 0,14) elde edilmiştir. Çalışmada oluşturulan farklı modeller ve sonuçları birbiriyle karşılaştırılmış ve elde edilen sonuçlar ilgili literatür doğrultusunda tartışılmıştır.

Keywords

Abstract

In this study, it is aimed to examine the relationships between job performance, personality traits (within the framework of the Five Factor Personality Model) and subjective well-being in employees without making any sectoral segmentation. In this direction, it is planned to examine the relationships between subjective well-being, personality traits and job performance with different relational models. A total of 456 employees, 216 male (47.4 %) and 240 female (52.6 %) between the ages of 18-60 (M = 31.70; s = 8.97), participated in the study. In the study, job performance measurement was taken with Subjective Well-Being Index, Big Five-50 Personality Test and Osgood type measurement. The data were analyzed with five different relational models established between the variables using path analysis. In the first model, subjective well-being and job performance were predicted. In this model, R2 has been calculated as 0.05 but model fit was not observed. In the second model, job performance was predicted by personality traits, and the subjective well-being was taken as a mediating variable. In this model, R2 was calculated as 0.05, and weak model fit was observed. In the third model, job performance was predicted only by personality traits, R2 was calculated as 0.12 and good model fit was observed. In the fourth model, personality traits were taken as mediating variable, R2 was calculated as 0.11. In the last model, job performance was predicted by taking subjective well-being together with personality traits. In this model, the highest explanation score (R2 = 0.14) for job performance was obtained. In this study, different models has been created and their results were compared with each other to establish linkages between subjective well-being and personality traits on job performance and the results were discussed in line with the relevant literature.

Keywords

Kaynakça

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