TÜRKİYE’DE BULUNAN KAMU VE ÖZEL SEKTÖR ÇALIŞANLARINA AİT BEŞ FAKTÖR KİŞİLİK ÖZELLİKLERİNİN ÖZ-LİDERLİK KARAKTERİSTİKLERİ ÜZERİNDE ETKİSİNİN ARAŞTIRILMASI

Abstract

Günümüzde teknolojinin dijitalleşme aracılığı ile radikal ilerlemesi sonucunda, iş ekosistemleri daha rekabetçi, yenilikçi ve değişime hızlı cevap verme yetkinliklere sahip olacak bir yapıya dönüşmektedir. Bu dönüşüm sürecinde, liderlik kavramı sanayi devriminden itibaren sahip olduğu önemi daha çoklu perspektiflere doğru geliştirebilmektedir. Liderlik kavramının ötesinde öz-liderlik kavramı hızlı değişen rekabetçi iş dinamiklerinde önemli bir araç olarak karşımıza çıkmaktadır. Yapılan araştırmalarda, bireylere ait öz-liderlik karakteristik özelliklerinin kişilik yapılarına göre değişkenlik kazandığı düşünülmektedir. Türk kültüründe, kişilerin öz-liderliği ile kişilik yapılarında arasında gerçekleştirilen çalışmaların yetersiz olması sonucu bu çalışma gerçekleştirimiştir. Bu perspektifte, araştırmacılar tarafından yürütülen çalışmada nicel araştırma metodolojisi uygulanmış ve değişkenler arası ilişkisel analiz hedeflenmiştir. Gerçekleştirilen çalışma kapsamında, 349 kişiye öz-liderlik ve beş büyük kişilik özellikleri ölçekleri sunulmuştur. Öz-liderlik ve beş faktör kişilik özellikleri arasındaki ilişkide cinsiyet ve sektörel farkılıklar da incelenmiştir. Yapılan regresyon analizleri sonucunda, beş faktör kişilik özelliklerinin genel boyutta öz-liderlik üzerinde anlamlı etkisi keşfedilmiştir (β: .376, p<.05). Dışadönüklük kişilik özelliğinin öz-liderlik üzerinde anlamlı ve pozitif etkisi mevcuttur (β: .322, p<.05). Yeniliğe açıklık kişilik özelliğinin öz-liderlik üzerinde anlamlı ve pozitif etkisi mevcuttur (β: .344, p<<.05). Sorumluluk kişilik özelliğinin öz-liderlik üzerinde anlamlı ve pozitif etkisi mevcuttur (β: .348, p<.05). Bireyler cinsiyet perspektifinde incelenediğinde, cinsiyet faktörü uyumsallık kişilik özelliğinin öz-liderlik üzerinde etkisinde anlamlı bir değişken olarak analiz edilmiştir (β1: .247; β2: .192 p<.05). İlaveten, cinsiyet faktörü dışadönüklük kişilik özelliğinin öz-liderlik üzerinde etkisinde anlamlı bir değişken olarak analiz edilmiştir (β1: .271; β2: .382 p<.05). Diğer taraftan, bireylerin çalıştığı kamu veya özel sektör farklılıkları incelendiğinde, sektör faktörü duygusal kararlılık kişilik özelliğinin öz-liderlik üzerinde etkisinde anlamlı bir değişken olarak analiz edilmiştir (β1: .243; β2: .337 p<.05).

Keywords

• Kamu sektörü
• kişilik
• liderlik
• öz-liderlik
• özel sektör

INVESTIGATING THE EFFECT OF FIVE-FACTOR PERSONALITY TRAITS ON THE SELF-LEADERSHIP CHARACTERISTICS OF PUBLIC AND PRIVATE SECTOR EMPLOYEES IN TÜRKİYE

Abstract

In the contemporary era, as a result of the radical progress of technology through digitization, business ecosystems are transforming into structures that are more competitive, innovative, and capable of responding rapidly to change. Throughout this transformative process, the concept of leadership has evolved towards more diverse perspectives, building on its significance since the Industrial Revolution. Beyond the traditional notion of leadership, the concept of self-leadership emerges as a crucial tool in the rapidly changing dynamics of competitive business environments. Research suggests that the characteristics of self-leadership vary according to individuals' personality structures. Due to the insufficient exploration of studies concerning the relationship between individuals' self-leadership and their personality structures within Turkish culture, this study was conducted. In this perspective, a quantitative research methodology was employed by researchers, with a focus on relational analysis among variables. The study involved the administration of self-leadership and the Big Five personality traits scales to 349 participants. Gender and sectoral differences in the relationship between self-leadership and the five personality traits were also examined. The analyses revealed significant effects of the five personality traits on self-leadership in the overall context (β: .376, p < .05). The extraversion personality trait exhibited a significant impact on self-leadership (β: .322, p < .05). Openness to experience had a significant effect on self-leadership (β: .344, p < .05), as did the responsibility personality trait (β: .348, p < .05). When examined from a gender perspective, the gender factor was identified as a significant variable in the impact of the agreeableness personality trait on self-leadership (β1: .247; β2: .192, p < .05). Additionally, the gender factor was found to be a significant variable in the impact of extraversion personality trait on self-leadership (β1: .271; β2: .382, p < .05). Furthermore, when exploring differences between individuals working in the public or private sectors, the sector factor was identified as a significant variable in the impact of emotional stability personality trait on self-leadership (β1: .243; β2: .337, p < .05).

Keywords

• Leadership
• personality
• private sector
• public sector
• self-leadership

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