Beş Faktör ve Proaktif Kişilik Özelliklerinin İş Becerikliliği Üzerindeki Etkileri

Year 2022, Volume: 11 Issue: 2, 642 - 656, 28.04.2022

Batur Şeker Hande Özgen

https://doi.org/10.33206/mjss.975318

Cited By: 1

Abstract

Bu çalışmada beş faktör ve proaktif kişilik özelliklerinin iş becerikliliğinin alt boyutları olan görev becerikliliği, bilişsel beceriklilik ve ilişkisel becerikliliği yordama gücünün incelenmesi amaçlanmıştır. Ayrıca iş becerikliliği alt boyutlarının cinsiyet ve kurumda çalışma süresi açısından farklılaşıp farklılaşmadığı da test edilmiştir. Araştırma verileri kolayda örnekleme yöntemiyle 255 kamu ve özel sektör çalışanından (80 kadın, 175 erkek) elde edilmiştir. Veri toplamada Benet-Martinez ve John (1998) tarafından geliştirilen ve Türkçe’ye Sümer ve Sümer (2005) tarafından uyarlanan Beş Faktör Kişilik Özellikleri Evanteri; Claes, Beheydt ve Lemmens (2005) tarafından geliştirilen ve Türkçe’ye uyarlaması Akın ve Arıcı Özcan (2015) tarafından yapılan Kısaltılmış Proaktif Kişilik Ölçeği; Slemp ve Vella-Brodrick (2013) tarafından geliştirilen ve Kerse (2017) tarafından Türkçe’ye uyarlanan İş Becerikliliği Ölçeği kullanılmıştır. Bulgular, kadın çalışanların ilişkisel beceriklilik düzeylerinin erkeklerden daha fazla olduğunu, kurumda çalışma süresi 11 yıl ve üstü olan çalışanların, ilk beş senesindeki çalışanlara göre bilişsel beceriklilik düzeylerinin daha yüksek olduğunu ortaya koymuştur. Kişilik özelliklerinin iş becerikliliği alt boyutlarını yordama düzeylerini incelemeye yönelik yapılan üç aşamalı hiyerarşik regresyon analizi bulgularına göre; görev becerikliliğinin anlamlı yordayıcılarının sırasıyla proaktiflik ve deneyime açıklık olduğu, bilişsel becerikliliği proaktiflik ve uyumluluk özelliğinin yordadığı, ilişkisel becerikliliğin anlamlı yordayıcılarının ise sırasıyla dışadönüklük, proaktiflik, uyumluluk ve cinsiyet olduğu saptanmıştır.

Keywords

Beş Faktör Kişilik Özellikleri, Proaktif Kişilik, Görev Becerikliliği, Bilişsel Beceriklilik, İlişkisel Beceriklilik

Effects of Big Five and Proactive Personality Traits on Job Crafting

Abstract

In this study, it was aimed to investigate the predictive power of big five and proactive personality traits on task crafting, cognitive crafting and relational crafting, which are sub-dimensions of job crafting. In addition, it was also tested whether the sub-dimensions of job crafting differ in terms of gender and working period. Data were obtained from 255 public and private sector employees (80 female, 175 male) by convenience sampling method. In data collection, Big Five Personality Traits Inventory developed by Benet-Martinez and John (1998) and adapted into Turkish by Sümer and Sümer (2005); The Shortened Proactive Personality Scale developed by Claes, Beheydt and Lemmens (2005) and adapted into Turkish by Akın and Arıcı Özcan (2015); Job Crafting Scale developed by Slemp and Vella Brodrick (2013) and adapted into Turkish by Kerse (2017) were used. The findings revealed that female employees exhibit more relational crafting, and employees who have worked in the organization for 11 years or more have higher levels of cognitive crafting than those who have worked in the first five years. Based on the findings of the three-step hierarchical analysis conducted to examine the predictive power of big five and proactive personality on the sub-dimensions of job crafting, it was found that significant predictors of task crafting were proactivity and openness to experience, proactivity and agreeableness predicted cognitive crafting, and finally significant predictors of relational crafting were extraversion, proactivity, agreeableness, and gender, respectively.

Keywords

Big Five Personality Traits, Proactive Personality, Task Crafting, Cognitive Crafting, Relational Crafting

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