The Investigation of Academic Women’s Boundaryless and Protean Career Attitudes in Terms of Personality

Yıl 2021, Cilt: 8 Sayı: 1, 73 - 90, 15.04.2021

Esin Tarhan Över , Müge Ersoy Kart

https://doi.org/10.18394/iid.732033

Cited By: 2

Öz

This study focuses on boundaryless and protean career attitudes of academic women in Ankara, in terms of personality traits. For this purpose, personal information form, boundaryless and protean career attitudes scale, five factor personality inventory were applied to 306 women working in public and private universities. Correlation analyses show that there are small to moderate relationships between personality traits (extroversion, openness to experience, agreeableness, conscientiousness, neuroticism) and boundaryless/protean career attitudes. Findings indicate that, psychological mobility increases and physical mobility decreases, as women’s level of openness to experience and extroversion increases. Regression analyses show that openness to experience and conscientiousness have a positive effect and neuroticism has a negative effect on protean career attitude. Extroversion, on the other hand, has a positive effect on boundaryless career attitude. Findings mentioned above were discussed in line with previous research. Results are noteworthy in terms of discovering personality traits that predict women’s career decisions.

Anahtar Kelimeler

Boundaryless career, Protean career, Five factor personality model, Academic women, Career Attitude

Kadın Akademisyenlerin Sınırsız ve Çok Yönlü Kariyer Tutumlarının Kişilik Açısından İncelenmesi

Öz

Bu araştırmada, Ankara ilinde çalışan kadın akademisyenlerin sınırsız ve çok yönlü kariyer tutumları, kişilik özellikleri açısından incelenmektedir. Bu amaç çerçevesinde kamuda ve özel sektörde çalışan 306 kadın akademisyene kişisel bilgi formu, sınırsız ve çok yönlü kariyer ölçeği ve beş faktör kişilik envanteri uygulanmıştır. Korelasyon analizi bulgularına göre kişilik boyutları (nevrotiklik, uzlaşılabilirlik, özdisiplin, dışadönüklük, deneyime açıklık) ile sınırsız ve çok yönlü kariyer tutumları arasında zayıf ya da orta düzeyde ilişkiler saptanmıştır. Kadın akademisyenlerin deneyime açıklık ve dışadönüklük özellikleri arttıkça psikolojik hareketlilik düzeylerinin de arttığı, ancak fiziksel kariyer hareketlerinin azaldığı tespit edilmiştir. Regresyon analizi sonucunda deneyime açıklık ve özdisiplin özelliklerinin çok yönlü kariyer tutumunu pozitif yönde, nevrotiklik özelliğinin negatif yönde yordadığı ortaya çıkmıştır. Dışadönüklük özelliği ise sınırsız kariyer tutumunu pozitif yönde yordamaktadır. Araştırmadaki bulgular, önceki çalışmalar ve kuramsal yaklaşımlar çerçevesinde tartışılmıştır. Elde edilen sonuçlar, kadınların kariyer kararlarını etkileyen kişilik değişkenlerini ortaya çıkarmak bakımından önem taşımaktadır.

Anahtar Kelimeler

Sınırsız kariyer, Çok yönlü kariyer, Beş faktör kişilik modeli, Kadın akademisyenler, Kariyer tutumu

Kaynakça

• Arthur, M. B. (1994). The boundaryless career: A new perspective for organizational inquiry. Journal of Organizational Behavior, 15, 295-306.
• Arthur, M. B. & Rousseau, D. M. (1996). The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press.
• Barrick, M. R. & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.
• Baruch, Y. (2014). The development and validation of a measure for protean career orientation. The International Journal of Human Resource Management, 25(19), 2702-2723.
• Baruch, Y. & Hall, D. T. (2004). Preface for the JVB special issue on careeers in academia. Journal of Vocational Behaviour, 64, 237-240.
• Benet-Martinez, V. & John, O. P. (1998). Los Cinco Grandes across cultures and ethnic groups: Multitrait-multimethod analyses of the Big Five in Spanish and English. Journal of Personality and Social Psychology, 75, 729-750.
• Bianchi, S. M., Robinson, J. P. & Milkie, M. A. (2006). Changing rhythms of American family life. New York: Russell Sage Foundation.
• Biemann, T., Zacher, H., & Feldman, D. C. (2012). Career patterns: A twenty-year panel study. Journal of Vocational Behavior, 81(2), 159-170.
• Briscoe, J. P. & Hall, D. T. (2006). The interplay of Boundaryless and Protean careers: Combinations and implications. Journal of Vocational Behavior, 69, 4-18.
• Briscoe, J. P., Hall, D. T. & DeMuth, R. L. F. (2006). Protean and Boundaryless careers an empirical exploration. Journal of Vocational Behavior, 69, 30-47.
• Brown, S. D. & Hirschi, A. (2013). Personality, career development, and occupational attainment. In S. D. Brown & R. W. Lent (Eds.), Career development and counseling: Putting theory and research to work. (pp. 299-328). Hoboken, NJ: Wiley & Sons Inc.
• Bruk-Lee, V., Khoury, H. A., Nixon, A. E., Goh, A., & Spector, P. E. (2009). Replicating and extending past personality/job satisfaction meta-analyses. Human Performance, 22(2), 156-189.
• Burger, J. (2006). Kişilik. İstanbul: Kaknüs Yayınları.
• Büyüköztürk, Ş. (2013). Sosyal bilimler için veri analizi el kitabı (10. Basım). Ankara: Pegem Akademi Yayıncılık.
• Cabrera, E. F. (2007). Opting out and opting in: understanding the complexities of women's career transitions. Career Development International, 12(3), 218-237.
• Choi, D., Oh, I. & Colbert, A. E. (2015). Understanding organizational commitment: a meta-analytic examination of the roles of the five-factor model of personality and culture. Journal of Applied Psychology, 100(5), 1542-1567.
• Connor-Smith, J. K. & Flachsbart, C. (2007). Relations between personality and coping: A meta-analysis. Journal of Personality and Social Psychology, 93(6), 1080-1107.
• Costa, P. T. Jr. & McCrae, R. R. (1992a). Four ways five factors are basic. Personality and Individual Differences, 13(6), 653-665.
• Costa, P. T. Jr. & McCrae, R. R. (1992b). Revised NEO Personality Inventory (NEO-PI-R) and NEO Five-Factor Inventory (NEO-FFI) professional manual. Odessa, FL: Psychological Assessment Resources.
• Cropanzano, R., James, K. & Konovsky, M. A. (1993). Dispositional affectivity as a predictor of work attitudes and job performance. Journal of Organizational Behavior, 14, 595-600.
• Çakmak-Otluoğlu, K. Ö. (2018). Kariyerin Değişen Kuralları. Ankara: Nobel Akademik.
• De Carlo, L.T. (1997). On the meaning and use of Kurtosis. Psychological Methods, 2, 292-307.
• DeFillippi, R. J. & Arthur, M. B. (1994). The boundaryless career: a competency-based prospective. Journal of Organizational Behavior, 15(4), 307-324.
• DeNeve, K. M., & Cooper, H. (1998). The happy personality: A meta-analysis of 137 personality traits and subjective well-being. Psychological Bulletin, 124, 197-229.
• Dragoni, L., Oh, I.-S., Vankatwyk, P. & Tesluk, P. E. (2011). Developing executive leaders: The relative contribution of cognitive ability, personality, and the accumulation of work experience in predicting strategic thinking competency. Personnel Psychology, 64, 829-864.
• Groeneveld, R.A. & Meeden, G. (1984) Measuring skewness and kurtosis. The Statistician, 33, 391-399.
• Hall, D. T. (1976). Careers in organizations. Glenview, IL: Scott, Foresman.
• Hall, D. T. (1996). Protean careers of the 21st century. Academy of Management Executive, 10(4), 8-16.
• Hall, D. T. (2004). The Protean career: A quarter-century journey. Journal of Vocational Behavior, 65, 1-13.
• Hirschi, A., Niles, S. G. & Akos, P. (2011). Engagement in adolescent career preparation: Social support, personality and the development of choice decidedness and congruence. Journal of Adolescence, 34(1), 173-182
• Hogan, J. & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88(1), 100-112.
• Hopkins, K. D. & Weeks, D. L. (1990). Tests for normality and measures of skewness and kurtosis: Their place in research reporting. Educational and Psychological Measurement, 50, 717-729.
• Houston, D. M. (2005). Personality. In Hewstone, M., Fincham, F. D., & Foster, J. (Eds.). Psychology. (pp. 292-313). BPS Textbooks in Psychology. Oxford, UK: Blackwell.
• John, O. P., Donahue, E. M. & Kentle, R. L. (1991). The Big Five Inventory-Versions 4a and 54. Berkeley: University of California, Berkeley, Institute of Personality and Social Research.
• Judge, T. A., Heller, D. & Mount, M. K. (2002). Five-factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87, 530-541.
• Judge, T. A., Higgins, C. A., Thoresen, C. J. & Barrick, M. R. (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52, 621-652.
• Judge, T. A. & Ilies, R. (2002). Relationship of personality to performance motivation: A meta-analytic review. Journal of Applied Psychology, 87(4), 797-807.
• Kale, E. & Özer, S. (2012). İşgörenlerin çok yönlü ve sınırsız kariyer tutumları: Hizmet sektöründe bir araştırma, Eskişehir Osmangazi Üniversitesi İİBF Dergisi, 7(2),173-196.
• Katic, I., Ivanisevic, A., Grubic-Nesic, L. & Penezić, N. (2017). Effects of sociodemographic characteristics and personality traits on career development. The International Journal of Aging and Human Development, 87(2), 201-216.
• Leong, F. T. L. & Boyle, K. A. (1997). An individual differences approach to midlife career adjustment: An exploratory study. In M. E. Lachman & J. B. James (Eds.), Multiple paths of midlife development (pp. 411-451). Chicago: The University of Chicago Press.
• Mainiero, L. A. & Sullivan, S. E. (2005). Kaleidoscope careers: An alternate explanation for the “opt-out” revolution. Academy of Management Executive, 19, 106-123.
• Martincin, K. M. & Stead, G. B. (2015). Five-factor model and difficulties in career decision making: A meta-analysis. Journal of Career Assessment, 23, 3-19.
• McCrae, R. R. & Costa, P. T. Jr. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52(1), 81-90.
• McCrae, R. R. & Costa, P. T. Jr. (1989). The structure of interpersonal traits: Wiggins's circumplex and the five-factor model. Journal of Personality and Social Psychology, 56(4), 586-595.
• McCrae, R. R. & Costa P. T. Jr. (1997). Personality trait structure as a human universal. American Psychologist, 52(5), 509-516.
• McCrae, R. R. & Costa, P. T. Jr. (1999). A five-factor theory of personality. In L. A. Pervin & O.P. John (Eds.), Handbook of Personality: Theory and Research (pp. 139-153). New York: Guilford Press.
• McCrae, R. R. & John, O. P. (1992). An introduction to the five‐factor model and its applications. Journal of Personality, 60(2), 175-215.
• Onay, M. & Vezneli, Z. (2012). Sınırsız ve çok yönlü kariyer: Akademisyenlerin kariyer yaşamı. Sosyal ve Beşeri Bilimler Dergisi, 4(1), 193-202.
• Özkanlı, Ö. & Korkmaz, A. (2000). Kadın Akademisyenler. AÜ Siyasal Bilgiler Fakültesi Yayını, Yayın No:586.
• Paksoy, M., Hırlak, B. & Balıkçı, O. (2017). Sınırsız ve çok yönlü kariyer tutumlarının bazı demografik özellikler açısından incelenmesi: Adana örneği. International Journal of Academic Value Studies, 3(12), 277-292.
• Pervin, L.A., Cervone, D. & John, O.P. (2005). Personality: theory and research. New York: John Wiley & Sons, Inc. Robbins, S. P. & Judge, T. A. (2013). Organizational Behavior (15th Ed). Boston: Pearson.
• Rothmann, S. & Coetzer, E. P. (2003). The big five personality dimensions and job performance. SA Journal of Industrial Psychology, 29 (1), 68-74.
• Salgado, J. F. (1997). The five factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82(1), 30-43.
• Schmitt, D. P., Allik, J., McCrae, R. R., Benet-Martínez, V., Alcalay, L. & Ault, L. (2007). The geographic distribution of Big Five personality traits: Patterns and profiles of human self description across 56 nations. Journal of Cross-Cultural Psychology, 38, 173-212.
• Segers, J., Inceoglu, I., Vloeberghs, D., Bartram, D. & Henderickx, E. (2008). Protean and boundaryless careers: A study on potential motivators. Journal of Vocational Behavior, 73(2), 212-230.
• Seymen, O. A. (2004). Geleneksel kariyerden sınırsız ve dinamik/değişken kariyere geçiş: Nedenleri ve sonuçları üzerine yazınsal bir inceleme. Uludağ Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 23(1), 79-114.
• Sullivan, S. E. (1999). The changing nature of careers: A review and research agenda. Journal of Management, 25, 457-484.
• Sullivan, S. E. & Arthur, M. B. (2006). The evolution of the boundaryless career concept examining physical and psychological mobility. Journal of Vocational Behavior, 69, 19-29.
• Sutin, A. R., Costa, P., Miech, R., & Eaton, W. W. (2009). Personality and career success: Concurrent and longitudinal relations. European Journal of Personality, 23(2), 71-84.
• Suvacı, B. & Baş, D. P. (2018). Banka çalışanlarının çok yönlü ve sınırsız kariyer tutumları. Çankırı Karatekin Üniversitesi İİBF Dergisi, 8(1), 113-140.
• Sümer, N. & Sümer, H. C. (2005). Beş faktör kişilik özellikleri ölçeği (Yayınlanmamış çalışma).
• Valcour, P. M. & Tolbert, P. S. (2003). Gender, family and career in the era of boundarylessness: Determinants and effects of intra- and inter-organizational mobility. International Journal of Human Resource Management, 14(5), 768-787.
• Weisberg, Y. J., DeYoung, C. G. & Hirsh, J. B. (2011). Gender differences in personality across the ten aspects of the big five. Frontiers in Psychology, 2, Article 178.
• Wille, B., De Fruyt, F. & Feys, M. (2010). Vocational interests and Big Five traits as predictors of job instability. Journal of Vocational Behavior, 76, 547-558.
• Wolff, H. G. & Kim, S. (2012). The relationship between networking behaviors and the big five personality dimensions. The Career Development International, 17(1), 43-66.
• Zimmerman, R. D. (2008). Understanding the impact of personality traits on individuals’ turnover decisions: A meta-analytic path model. Personnel Psychology, 61, 309-348.