İNSAN KAYNAKLARI PROFESYONELLERİNİN BEŞ FAKTÖR KİŞİLİK ÖZELLİKLERİNİN İŞ TATMİNLERİ ÜZERİNDEKİ ROLÜ

Öz

Bu çalışma, İnsan Kaynakları (İK) departmanlarında çalışan bireylerin kişilik özelliklerinin iş tatmini üzerindeki etkilerini incelemeyi amaçlamaktadır. Beş Faktör Kişilik Modeli çerçevesinde dışadönüklük, özdenetimlilik, yumuşakbaşlılık, nevrotiklik ve deneyime açıklık boyutları temel alınarak İK çalışanlarının kişilik özellikleri değerlendirilmiş ve bu özelliklerin iş tatmini üzerindeki etkileri analiz edilmiştir. Araştırmanın örneklemini İstanbul'da faaliyet gösteren şirketlerde çalışan 185 İK departmanı çalışanını kapsamış ve nicel araştırma yöntemi kullanılmıştır. Araştırmada kullanılan ölçekler, yüksek güvenilirlik ve geçerlilik değerlerine sahiptir. Korelasyon ve stepwise regresyon analizleri sonucunda dışadönüklük, özdenetimlilik ve nevrotikliğin iş tatmini üzerinde anlamlı bir etkisinin bulunduğu, ancak yumuşakbaşlılık ve deneyime açıklık boyutlarının iş tatmini üzerinde anlamlı bir etkisinin olmadığı tespit edilmiştir. Araştırma bulguları, İK çalışanlarının kişilik özelliklerinin örgütsel performansa ve çalışan memnuniyetine olan etkilerini anlamada hem akademik literatüre hem de uygulamaya yönelik önemli katkılar sağlamaktadır.

Anahtar Kelimeler

• Beş Faktör Kişilik Modeli
• İş Tatmini
• İnsan Kaynakları Yönetimi
• Kişilik Özellikleri

THE ROLE OF BIG FIVE PERSONALITY TRAITS IN JOB SATISFACTION OF HUMAN RESOURCES PROFESSIONALS

Öz

This study aims to examine the impact of personality traits on job satisfaction among employees working in Human Resources (HR) departments. Within the framework of the Five-Factor Personality Model, the personality dimensions of extraversion, conscientiousness, agreeableness, neuroticism, and openness to experience were evaluated, and their effects on the job satisfaction of HR employees were analyzed. The data collection process covered 185 HR department employees working in companies based in Istanbul, and quantitative research methods were employed. The scales used in the study demonstrated high reliability and validity. The results of correlation and stepwise regression analyses revealed that extraversion, conscientiousness, and neuroticism had significant effects on job satisfaction, while agreeableness and openness to experience showed no significant impact on job satisfaction. The findings of this research provide valuable contributions to the academic literature and practical applications by enhancing the understanding of the influence of HR employees' personality traits on organizational performance and employee satisfaction.

Anahtar Kelimeler

• Big Five Personality Model
• Job Satisfaction
• Human Resource Management
• Personality Traits

Kaynakça

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