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Postrzegana polityka organizacyjna oraz zadowolenie z pracy : rola osobowości jako moderatora
Die Wahrgenommene Organisationspolitik und die Arbeitszufriedenheit : Rolle der Persönlichkeit als Eines Moderators
Języki publikacji
Abstrakty
Background: This study aims to examine the predictive effect of perceived organizational politics on employees' job satisfaction, and the role of personality (extraversion, openness, agreeableness and conscientiousness) in moderating the relationship.
Methods: Data were collected using self-report questionnaires from 210 employees working in private organizations in Malaysia. The hypothesized relationships were tested using hierarchical regression analyses.
Results: Consistent with the prediction, results of the study indicated that perceived organizational politics was negatively related to job satisfaction (R2 = 0.09). From the four personality traits, only extraversion and openness were found to moderate the relationship between perceived organizational politics and job satisfaction.
Conclusion: The findings of this research extent the current knowledge on the importance of personality traits in relation to perceived organizational politics and job satisfaction among employees. (original abstract)
Methods: Data were collected using self-report questionnaires from 210 employees working in private organizations in Malaysia. The hypothesized relationships were tested using hierarchical regression analyses.
Results: Consistent with the prediction, results of the study indicated that perceived organizational politics was negatively related to job satisfaction (R2 = 0.09). From the four personality traits, only extraversion and openness were found to moderate the relationship between perceived organizational politics and job satisfaction.
Conclusion: The findings of this research extent the current knowledge on the importance of personality traits in relation to perceived organizational politics and job satisfaction among employees. (original abstract)
Wstęp: Praca ma na celu przeanalizowanie przewidywanego wpływu postrzeganej polityki organizacyjnej na zadowolenie z pracy pracowników oraz rolę osobowości (ekstrawersja, otwartość, ugodowość oraz sumienność) w kształtowaniu powiązań i wzajemnych stosunków.
Metody: Dane zostały zebrane poprzez przeprowadzenie wywiadu ankietowego wśród 210 pracowników prywatnych przedsiębiorstw w Malezji. Hipotezy zdefiniowane na tej podstawie zostały poddane ocenie przy użyciu analizy regresji hierarchicznej.
Wyniki: Zgodnie z przewidywaniami, wyniki badania wskazują, że postrzegana polityka organizacji jest odwrotnie skorelowana z zadowoleniem z pracy (R2 = 0.09). Spośród czterech ocenianych cech osobowości, tylko ekstrawersja i otwartość, miały wpływ na zależności pomiędzy postrzeganą polityką organizacji a zadowoleniem z pracy.
Wnioski: Otrzymane rezultaty badań poszerzają dostępną wiedzę dotyczącą istotności cech charakteru w relacji z postrzeganą polityką organizacji a zadowoleniem z pracy wśród pracowników. (abstrakt oryginalny)
Metody: Dane zostały zebrane poprzez przeprowadzenie wywiadu ankietowego wśród 210 pracowników prywatnych przedsiębiorstw w Malezji. Hipotezy zdefiniowane na tej podstawie zostały poddane ocenie przy użyciu analizy regresji hierarchicznej.
Wyniki: Zgodnie z przewidywaniami, wyniki badania wskazują, że postrzegana polityka organizacji jest odwrotnie skorelowana z zadowoleniem z pracy (R2 = 0.09). Spośród czterech ocenianych cech osobowości, tylko ekstrawersja i otwartość, miały wpływ na zależności pomiędzy postrzeganą polityką organizacji a zadowoleniem z pracy.
Wnioski: Otrzymane rezultaty badań poszerzają dostępną wiedzę dotyczącą istotności cech charakteru w relacji z postrzeganą polityką organizacji a zadowoleniem z pracy wśród pracowników. (abstrakt oryginalny)
Twórcy
autor
- Universiti Kebangsaan Malaysia, Selangor, Malaysia
autor
- Universiti Kebangsaan Malaysia, Selangor, Malaysia
autor
- Universiti Kebangsaan Malaysia, Selangor, Malaysia
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