A Study on the Effects of Narcissism on Work Engagement

Yıl 2018, , 185 - 199, 29.10.2018

Murat Bolelli

https://doi.org/10.30855/gjeb.2018.4.3.005

Öz

The purpose of this
study is to examine the effects of narcissism on work engagement in a sample of
Generation Y. Data is collected from employees who work in various companies
using Utrecht Work Engagement Scale (UWES) developed by Schaufeli et al. (2002)
and the Five-Factor Narcissism Inventory (FFNI) developed by Glover et al.
(2012). 200 questionnaires are distributed in total though, 157 respondents are
chosen who filled forms completely among 180 respondents. Exploratory Factor
Analyses are conducted to UWES and FFNI scales which returned two and eight
items respectively. Work engagement factors are named as “Vigor-Dedication” and
“Absorption”. Narcissism factors are named as “Shame-Need for Admiration”,
“Manipulativeness”, “Indifference”, “Exploitativeness”, “Acclaim Seeking”,
“Grandiose Fantasies-Exhibitionism”, “Authoritativeness-Entitlement”, “Thrill
Seeking”. Multiple regression analyses are conducted using factors to test
research hypothesis. Findings indicate that, shame-need for admiration and
authoritativeness-entitlement factors have a significant effect on
vigor-dedication. First factor has a negative effect while second has a
positive effect. On the other hand, results reveal that only
authoritativeness-entitlement has a significant effect on absorption. In order
to test the differences of education, gender and income level for
vigor-dedication and absorption, independent sample t-tests are conducted.
Results showed no significant differences for all three parameters for both
factors. The implications of the results are discussed and future research
areas are suggested.

Anahtar Kelimeler

Narcissism, Work Engagement, Y Generation

Narsistik Kişilik Özelliklerinin İşe Bağlılığa Etkileri: Örnek Bir Araştırma

Öz

Bu araştırmanın amacı, narsistik kişilik
özellikleri ile işe bağlılık ilişkisinin Y kuşağı mensuplarından oluşan bir
örneklem bağlamında incelenmesidir. Söz konusu ilişkinin incelenebilmesi
amacıyla, değişik firmalarda çalışan kişilere anket uygulanmıştır. 200 anket
dağıtılmış, Y kuşağına mensup toplam 180 kişiye ulaşılmış, bunlardan anketi
eksiksiz dolduran 157 kişi seçilmiştir. İşe bağlılığı ölçmek için Utrecht 3
boyutlu İşe Bağlılık Ölçeği, narsisizmi ölçmek için beş faktör narsisizm ölçeği
kullanılmıştır. İşe bağlılık ve narsisizm değişkenlerine, keşfedici faktör
analizleri yapılmıştır. İşe bağlılığa ilişkin iki faktör ortaya çıkmış,
faktörler “İstek ve Adanma” ile “İşe Yoğunlaşma” olarak adlandırılmıştır.
Narsisizme ilişkin sekiz faktör ortaya çıkmış, faktörler “Utanma ve Hayranlık
İhtiyacı”, “Liderlik-Manipülasyon”, “Umursamazlık”, “Sömürücülük”, “Hak İddia
Etme”, “Büyüklenme-Teşhircilik”, “Otorite-Onay Arayışı”, “Maceraperestlik”
olarak adlandırılmıştır.  Araştırmanın
hipotezi elde edilen faktörler kullanılarak, çoklu doğrusal regresyon
analizleri ile test edilmiştir. Analiz sonuçları, narsisizmin utanma ve
hayranlık ihtiyacı ile otorite-onay arayışı faktörlerinin işe bağlılığın istek
ve adanma boyutuna anlamlı bir etkisinin bulunduğunu, ilk faktörün ilişkiyi
negatif yönde, ikincisininse pozitif yönde etkilediğini göstermektedir. Analiz
işe yoğunlaşma için tekrarlandığında, sadece otorite-onay arayışı faktörünün
anlamlı düzeyde pozitif yönde etkisinin bulunduğu belirlenmiştir. Daha sonra
istek ve adanma ile işe yoğunlaşmanın eğitim, cinsiyet ve gelir düzeyi
değişkenlerine göre farklılık gösterip göstermediğini test etmek için, bağımsız
gruplar t-test analizleri yapılmıştır. İşe bağlılığın her iki alt boyutu için,
üç parametre açısından da anlamlı bir farklılık tespit edilememiştir. Araştırma
bulguları sonuç bölümünde tartışılmıştır.

Anahtar Kelimeler

Narsisizm, İşe Bağlılık, Y Kuşağı

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