Five-factor personality dimensions and work behavior

Ovim se radom nastojala rasvjetliti uloga dimenzija ličnosti petofaktorskog modela u razumijevanju nekih aspekata radnog ponašanja. U prvom su dijelu rada opisane osnovne pretpostavke i empirijski status petofaktorskog modela, problemi koji se vezuju uz taksonomiju kriterijskih varijabli, te jedan od suvremenijih modela koji objašnjava ulogu crta ličnosti u interindividualnim razlikama u radnom izvođenju. Drugi je dio rada posvećen nalazima koji povezuju crte ličnosti petofaktorskog modela s nekim relevantnijim radnim ponašanjima, kao što su karijera i izbor zanimanja, osposobljavanje i edukacija, individualno radno izvođenje, kontraproduktivna radna ponašanja i nezgode na radu te grupni procesi i timsko izvođenje. Na temelju prikazanog pregleda može se zaključiti da crte ličnosti petofaktorskog modela igraju važnu ulogu u razumijevanju interindividualnih razlika u radnom izvođenju i osiguravaju uspješno predviđanje različitih aspekata radnog ponašanja.The aim of this review was to clarify the role of Five-factor personality traits in order to understand some aspects of work behavior. In the first part of this review the basic assumptions and empirical status of the Five-factor model, problems related to the taxonomy of criterion variables and one of the recent models describing of the role of personality traits in interindividual differences in job performance are described. Empirical findings concerning the relationship between the Five-factor personality traits and some relevant work behavior, like career, occupational choice, training and education, individual job perfomance, counterproductive work behavior, accidents on the job, group processes and team performance are presented in the second part of this review. On the basis of this review it could be concluded that Five-factor traits are important for understanding interindividual differences in work behavior and could be used in the prediction of different aspects of behavior in the work environment

Five-factor personality dimensions and work behavior

Ovim se radom nastojala rasvjetliti uloga dimenzija ličnosti petofaktorskog modela u razumijevanju nekih aspekata radnog ponašanja. U prvom su dijelu rada opisane osnovne pretpostavke i empirijski status petofaktorskog modela, problemi koji se vezuju uz taksonomiju kriterijskih varijabli, te jedan od suvremenijih modela koji objašnjava ulogu crta ličnosti u interindividualnim razlikama u radnom izvođenju. Drugi je dio rada posvećen nalazima koji povezuju crte ličnosti petofaktorskog modela s nekim relevantnijim radnim ponašanjima, kao što su karijera i izbor zanimanja, osposobljavanje i edukacija, individualno radno izvođenje, kontraproduktivna radna ponašanja i nezgode na radu te grupni procesi i timsko izvođenje. Na temelju prikazanog pregleda može se zaključiti da crte ličnosti petofaktorskog modela igraju važnu ulogu u razumijevanju interindividualnih razlika u radnom izvođenju i osiguravaju uspješno predviđanje različitih aspekata radnog ponašanja.The aim of this review was to clarify the role of Five-factor personality traits in order to understand some aspects of work behavior. In the first part of this review the basic assumptions and empirical status of the Five-factor model, problems related to the taxonomy of criterion variables and one of the recent models describing of the role of personality traits in interindividual differences in job performance are described. Empirical findings concerning the relationship between the Five-factor personality traits and some relevant work behavior, like career, occupational choice, training and education, individual job perfomance, counterproductive work behavior, accidents on the job, group processes and team performance are presented in the second part of this review. On the basis of this review it could be concluded that Five-factor traits are important for understanding interindividual differences in work behavior and could be used in the prediction of different aspects of behavior in the work environment

Burnout in dispositional context: the role of personality traits, social support and coping styles

Big five personality traits, social support and coping styles were examined as predictors of three dimensions of burnout on the sample of 214 nurses using hierarchical regression analyses. Personality traits were included into the first step of the analyses, three sources of social support (co-workers, family and friends support) in the second, and in the third step three coping styles (problem-focused coping, emotion-focused coping and avoidance coping). The results show that out of five personality traits neuroticism positively predicted exhaustion, while agreeableness negatively predicted reduced professional efficacy. Regarding three sources of social support, only co-worker support negatively predicted exhaustion as well as reduced professional efficacy. Regarding coping styles examined, only avoidance coping positively predicted depersonalization. The results obtained were explained by several mechanisms through which personality variables may exert their effects on burnout

Antecedents and Consequences of Agentic and Communal Stressful Life Events in Adolescence

The relationships among frequency and intensity measures of agentic and communal stressful life events was examined on the sample of 265 subjects ranging in age from 11 to 14 years. Also, the relations of the two measures of agentic and communal stressful life events (intensity and frequency) with several antecedents (age, sex, personality traits) and consequences (coping styles and school grades) were examined. The results obtained show that intensity and frequency measures represent different aspects of stressful experience. The relationships among variables are different in boys and girls, especially with regard to the types of stressful life events (agentic and communal). The participants\u27 age is significantly positively related to the frequency of agentic stressful events and overall frequency. Boys have significantly higher scores on the frequency of agentic and the frequency of overall stressful life events than girls. Eysenck\u27s personality traits better predict agentic stressful events and frequency measures on the subsample of boys, whereas they better predict communal stressful events and intensity measures on the subsample of girls. Furthermore, the intensity and frequency measures of agentic and communal stressful life events are related to different coping styles. Girls demonstrate greater differentiation in utilizing certain coping styles under the influences of various stressful events. In both subsamples, the frequency of agentic stressors is prospectively negatively related to school grades

Inteligencija, crte ličnosti i profesionalni interesi kao prediktori školskog postignuća

Cilj je provedenog istraživanja bio ispitati u kojoj mjeri inteligencija, crte ličnosti i profesionalni interesi pridonose objašnjenju varijance općega školskog postignuća učenika višeg razreda osnovne škole te postignuća u specifičnim skupinama predmeta (jezično-komunikacijskoj, prirodoslovnoj, društveno-humanističkoj, tehničkoj i umjetničkoj skupini). Pored toga, ispitana je i inkrementalna valjanost crta ličnosti i profesionalnih interesa povrh efekata sposobnosti. U istraživanju je sudjelovalo 263 učenika školskog uzrasta, polaznika osmih razreda jedne riječke osnovne škole, od kojih je 128 ženskog, a 135 muškog spola. Kako bi se ispitala prediktivna snaga inteligencije, crta ličnosti i profesionalnih interesa za predviđanje općega školskog postignuća učenika i postignuća u specifičnim skupinama predmeta kao kriterijskim varijablama, proveden je niz hijerarhijskih regresijskih analiza u kojima je inteligencija uključena u prvom, crte ličnosti u drugom, a profesionalni interesi u trećem koraku. Dobiveni rezultati pokazuju da su verbalne i numeričke sposobnosti, istraživački interesi i savjesnost najvažniji prediktori općega školskog postignuća kao i postignuća u većini specifičnih skupina predmeta pri čemu se količina objašnjene varijance kreće između 9% i 35%. Pored toga, pokazalo se da crte ličnosti povrh inteligencije, a profesionalni interesi povrh inteligencije i crta značajno dodatno objašnjavaju varijancu svih kriterijskih varijabli osim uspješnosti u tehničkoj skupini predmeta. Pri tome dimenzije ličnosti i interesi objašnjavaju zajedno u prosjeku još oko 11% varijance kriterija (ličnost 5%; profesionalni interesi 6%). Dobiveni rezultati upućuju na važnost ispitivanih varijabli u razumijevanju i predviđanju osnovnoškolskog postignuća

Inteligencia, rasgos de personalidad e intereses profesionales como predictores del logro escolar

Cilj je provedenog istraživanja bio ispitati u kojoj mjeri inteligencija, crte ličnosti i profesionalni interesi pridonose objašnjenju varijance općega školskog postignuća učenika višeg razreda osnovne škole te postignuća u specifičnim skupinama predmeta (jezično-komunikacijskoj, prirodoslovnoj, društveno-humanističkoj, tehničkoj i umjetničkoj skupini). Pored toga, ispitana je i inkrementalna valjanost crta ličnosti i profesionalnih interesa povrh efekata sposobnosti. U istraživanju je sudjelovalo 263 učenika školskog uzrasta, polaznika osmih razreda jedne riječke osnovne škole, od kojih je 128 ženskog, a 135 muškog spola. Kako bi se ispitala prediktivna snaga inteligencije, crta ličnosti i profesionalnih interesa za predviđanje općega školskog postignuća učenika i postignuća u specifičnim skupinama predmeta kao kriterijskim varijablama, proveden je niz hijerarhijskih regresijskih analiza u kojima je inteligencija uključena u prvom, crte ličnosti u drugom, a profesionalni interesi u trećem koraku. Dobiveni rezultati pokazuju da su verbalne i numeričke sposobnosti, istraživački interesi i savjesnost najvažniji prediktori općega školskog postignuća kao i postignuća u većini specifičnih skupina predmeta pri čemu se količina objašnjene varijance kreće između 9% i 35%. Pored toga, pokazalo se da crte ličnosti povrh inteligencije, a profesionalni interesi povrh inteligencije i crta značajno dodatno objašnjavaju varijancu svih kriterijskih varijabli osim uspješnosti u tehničkoj skupini predmeta. Pri tome dimenzije ličnosti i interesi objašnjavaju zajedno u prosjeku još oko 11% varijance kriterija (ličnost 5%; profesionalni interesi 6%). Dobiveni rezultati upućuju na važnost ispitivanih varijabli u razumijevanju i predviđanju osnovnoškolskog postignuća.The aim of this study was to explore the extent to which intelligence, personality traits, and vocational interests are related to the general school achievement of elementary school children as well as to achievement in a specific group of school subjects (verbal-communicational, scientific, social-humanistic, technical and artistic group). Additionally, we also examined incremental validity of personality traits and vocational interests over and above the effects of intelligence. The research was carried out on 263 eight grade children (128 males and 135 females) from one elementary school. In order to investigate a predictive strength of intelligence, personality traits, and vocational interests in predicting general and school achievements in the specific group of school subjects, several hierarchical regression analysis were performed, in which personality traits were included in the first, intelligence in the second, and vocational interests in the third step of analysis. The results obtained show that verbal, numeric and abstract abilities, as well as conscientiousness and investigative interests, are strongest predictors of general school achievement and achievement in most specific groups of school subjects, explaining between 9% and 35% variance. Moreover, results show that personality traits over the effects of abilities and vocational interests over the effects of abilities and personality traits explain an additional proportion of variance of all criteria variables, except achievement in the technical group of subjects. Personality traits and vocational interests together explain about 11% variance of criteria (personality 5%; vocational interests 6%). The research results highlight the importance of intelligence, personality traits and vocational interests for understanding and predicting achievement in elementary school.El objetivo de este trabajo fue examinar hasta qué medida la inteligencia, los rasgos de personalidad y los intereses profesionales contribuyen a la explicación de la varianza del logro escolar general de los alumnos que frecuentan clases superiores de colegio, tanto como sus logros en grupos específicos de materias (lingüístico-comunicativo, de ciencias naturales, social-humanístico, técnico y artístico). Además, se ha examinado e incrementado la validez de los rasgos de personalidad e intereses profesionales, además de los efectos de capacidad. En la investigación participaron 263 alumnos que frecuentan la octava clase de un colegio en Rijeka (Croacia), de los que 128 son chicas y 135 chicos. Para examinar la fuerza predictiva de la inteligencia, los rasgos de personalidad y los intereses profesionales como predictores del logro escolar general y en cada uno de los grupos de materias específicas como variables criterio, se ha llevado a cabo una serie de análisis de regresión jerárquica en los que se ha incluido la inteligencia en el primer paso, los rasgos de personalidad en el segundo y los intereses personales en el tercero. Los resultados obtenidos muestran que los predictores más importantes del logro escolar general y aquel en la mayoría de los grupos específicos de materias son las capacidades verbales y numéricas, intereses en investigación y escrupulosidad, con la varianza explicada de entre 9% y 35%. Además, se ha demostrado que los rasgos de personalidad más que la inteligencia, e intereses profesionales más que la intelegencia y los rasgos de personalidad, contribuyen significativamente a la explicación de la varianza de todas las variables criterio, menos el logro en el grupo técnico de materias. Las dimensiones de personalidad e intereses juntos explican un promedio de 11% de varianza de criterio (personalidad 5%, intereses profesionales 6%). Los resultados obtenidos indican la importancia de las variables examinadas para entender y predecir el logro escolar en el colegio

Personality, organizational stress, and attitudes toward work as prospective predictors of professional burnout in hospital nurses

Aim To examine to what extent personality traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness), organizational stress, and attitudes toward work and interactions between personality and either organizational stress or attitudes toward work prospectively predict 3 components of burnout. Methods The study was carried out on 118 hospital nurses. Data were analyzed by a set of hierarchical regression analyses, in which personality traits, measures of organizational stress, and attitudes toward work, as well as interactions between personality and either organizational stress or attitudes toward work were included as predictors, while 3 indices of burnout were measured 4 years later as criteria variables. Results Personality traits proved to be significant but weak prospective predictors of burnout and as a group predicted only reduced professional efficacy (R2 = 0.10), with agreeableness being a single negative predictor. Organizational stress was positive, affective-normative commitment negative predictor, while continuance commitment was not related to any dimension of burnout. We found interactions between neuroticism as well as conscientiousness and organizational stress, measured as role conflict and work overload, on reduced professional efficacy (βNRCWO = -0.30; ßcRCWO = -0.26). We also found interactions between neuroticism and affective normative commitment (β = 0.24) and between openness and continuance commitment on reduced professional efficacy (β = -0.23), as well as interactions between conscientiousness and continuance commitment on exhaustion. Conclusion Although contextual variables were strong prospective predictors and personality traits weak predictors of burnout, the results suggested the importance of the interaction between personality and contextual variables in predicting burnout

Valores laborales personales y organizacionales como predictores del compromiso organizacional

Cilj je provedenog istraživanja bio ispitati u kojoj mjeri osobne i percipirane organizacijske vrijednosti kao i njihova interakcija pridonose objašnjenju varijance odanosti organizaciji i njezinih komponenti, a nakon kontrole dužine radnog staža u organizaciji. Dodatno je ispitano i koji od dvaju skupova vrijednosti ima veću prediktivnu snagu za predviđanje odanosti organizaciji. U tu su svrhu na 217 ispitanika prigodnog uzorka iz nekoliko srednjih i većih organizacija primijenjeni Upitnik odanosti organizaciji, Skala osobnih i organizacijskih vrijednosti konstruirana za potrebe ovoga rada te Upitnik sociodemografskih podataka. Prikupljeni su podaci analizirani nizom hijerarhijskih regresijskih analiza. Dobiveni rezultati pokazuju da radni staž u organizaciji, uključen u prvom koraku analize, značajno predviđa sve komponente odanosti, pri čemu je dulji radni staž prediktor više afektivne, normativne, instrumentalne i ukupne odanosti zaposlenika. Dobiven je i inkrementalni doprinos osobnih i organizacijskih vrijednosti pri predviđanju afektivne, normativne i ukupne odanosti organizaciji. Povezanost afektivne odanosti s organizacijskim vrijednostima orijentacije na ljude moderirana je osobnim vrijednostima orijentacije na ljude. Organizacijske vrijednosti imaju veću prediktivnu snagu za predviđanje odanosti organizaciji u odnosu na osobne vrijednosti. Dobivenim su rezultatima djelomično potvrđene postavljene hipoteze o duljini radnog staža te osobnim i organizacijskim vrijednostima kao prediktorima odanosti organizaciji.The aim of this study was to explore the extent to which personal and perceived organisational work values, as well as its interaction, contribute to the explanation of organisational commitment and its components, after controlling for an organisational tenure of participants. Additionally, we also examined which set of predictors, personal or organisational values, stronger predict organisational commitment. For that purpose, a convenience sample of 217 participants from several middle- and large-scale organisations completed the Organisational commitment questionnaire, the Personal and organisational values scale (which was constructed for this study), and the Socio-demographic questionnaire. Data were analysed using several hierarchical regression analyses. The results obtained show that the organisational tenure of participants, as a predictor included into the first step of the analyses, is a significant predictor of all components of commitment. More tenure is associated with higher affective and normative continuance and overall commitment. Personal and organisational values showed incremental validity over and above the tenure of participants in predicting affective, normative and overall organisational commitment. The relationship between affective commitment and organisational values oriented toward people is moderated by personal values oriented toward people. Organisational values were stronger predictors of the organisational commitment than personal values. The results of this study partially confirmed our hypotheses that tenure, personal and organisational values, as well as its interaction, predict organisational commitment.El objetivo de esta investigación fue determinar en qué medida los valores organizacionales personales y percibidos, tanto como su interacción, contribuyen a la explicación de la varianza de compromiso organizacional y sus componentes, todo después del control del tiempo de servicio en la organización. Además, se ha investigado cuál de dos conjuntos de valores tiene mayor fuerza predicativa para el compromiso organizacional.  Con este fin, en la muestra adecuada de 217 examinados de varias organizaciones medianas y grandes, se ha aplicado el Cuestionario de compromiso organizacional, la Escala de valores personales y organizacionales, construida para este trabajo, y el Cuestionario de datos sociodemográficos. Los datos obtenidos se han analizado a través de una serie de análisis de la regresión jerárquica.   Los resultados obtenidos demuestran que el tiempo de servicio en la organización, incluido en el primer paso del análisis, predice significativamente todos los componentes de compromiso, de modo que más tiempo de servicio es predictor del mayor compromiso afectivo, normativo, instrumental y total. También se ha obtenido la contribución incremental de los valores personales y organizacionales para predecir el compromiso afectivo, normativo y total. La conexión entre el compromiso afectivo y los valores organizacionales de la orientación hacia la gente se moderó con los valores personales de orientación hacia la gente. Los valores organizacionales tienen mayor fuerza predictiva para predecir el compromiso organizacional con respecto a los valores personales. Con los resultados obtenidos se han confirmado parcialmente las hipótesis sobre el tiempo de servicio, tanto como aquellas de los valores personales y organizacionales como predictores del compromiso organizacional

Verhaltensweisen im Umgang mit Stress bei Adoleszenten: Erarbeitung und Auswertung eines Fragebogens

Osnovni cilj ovoga rada bio je konstruirati i validirati upitnik stilova suočavanja sa stresnim situacijama za adolescente koristeći se deduktivnim pristupom. Kao teorijsko polazište korišteni su prethodno dobro elaborirani stilovi suočavanja na odraslim ispitanicima: problemu – usmjereno suočavanje, emocijama – usmjereno suočavanje i suočavanje izbjegavanjem. Upitnik stilova suočavanja za adolescente konstruiran je kompilacijom čestica iz nekoliko postojećih upitnika, a nakon toga je primijenjen na uzorku od 265 ispitanika u dobi 11 – 14 godina. Konačan oblik upitnika sastoji se od 55 čestica, a one su zasićene trima teorijski predviđenim faktorima: suočavanjem izbjegavanjem, emocijama i problemu – usmjerenim suočavanjem. Ovi su faktori u međusobno niskim pozitivnim korelacijama, a njihove pouzdanosti interne konzistencije relativno su visoke. Kako bi se ispitala valjanost dobivenih mjera suočavanja, izračunate su njihove povezanosti s crtama ličnosti, stresnim životnim događajima, percipiranom socijalnom podrškom te školskim uspjehom na kraju tekuće školske godine. Dobiveni su rezultati djelomično različiti kod djevojčica i dječaka, međutim, u osnovi govore o zadovoljavajućoj valjanosti triju dobivenih dimenzija suočavanja.The main objective of this paper was to construct and validate a questionnaire for styles of coping with stressful situations for adolescents, by using the deductive approach. As a theoretical starting point the authors used previously well elaborated styles of coping on adult examinees, the problem – targeted coping, and the emotions – targeted coping and coping by evasion. The questionnaire for coping styles for adolescents was constructed by a compilation of items from several existing questionnaires and then applied on a sample of 265 examinees from ages 11 to 14. The final form of the questionnaire comprises 55 items, and they are saturated by three theoretically predictable factors, i.e. coping by evasion, emotions and problem – targeted coping. These factors have low positive mutual correlations, and their reliabilities of internal consistency are relatively high. In order to examine the validity of the obtained measures of coping, their correlations with character traits, stressful life events, perceived social support and school success at the end of the current school year were calculated. The results obtained are partly different in girls and boys. However, they basically indicate a satisfactory validity of the three coping dimensions obtained in research.Das wichtigste Ziel dieser Arbeit war die Erarbeitung und Auswertung eines Fragebogens zur Ermittlung der Art und Weise, wie Adoleszenten mit Stress umgehen. In ihrem deduktiven Ansatz gingen die Verfasser von älteren Studien aus, in denen die Verhaltensweisen von Erwachsenen im Umgang mit Stress gründlich untersucht wurden. Zu diesen Verhaltensweisen gehören: problemorientierte Konfrontierung, gefühlsorientierte Konfrontierung und Ausweichverhalten. Der auf Adoleszenten zugeschneiderte Fragebogen enthält Komponenten aus mehreren anderen Fragebögen und wurde unter 265 Jugendlichen im Alter von 11 bis 14 Jahren angewandt. Seine endgültige Version enthält insgesamt 55 Komponenten (Einzelfragen), mit denen Verhaltensweisen ermittelt werden, die von den drei theoretisch erwarteten Grundhaltungen: Ausweichverhalten, gefühlsorientiertes Verhalten und problemorientiertes Verhalten, bestimmt sind. Zwischen diesen Faktoren bestehen geringe positive Korrelationen, deren Verlässlichkeit in Bezug auf ihre innere Konsistenz relativ hoch ist. Um die Gültigkeit der ermittelten Werte zu prüfen, untersuchte und evaluierte man sie im Verhältnis zu Persönlichkeitsmerkmalen und stresshaften Erlebnissen, zu dem im sozialen Umfeld wahrgenommenen Rückhalt des Einzelnen sowie dem schulischen Erfolg am Ende des laufenden Schuljahres. Die Ergebnisse unterscheiden sich zum Teil bei Mädchen und Jungen, doch sprechen sie im Großen und Ganzen für die Gültigkeit der drei erwarteten Grundhaltungen im Umgang mit Stress

Osobne i organizacijske radne vrijednosti kao prediktori odanosti organizaciji

Cilj je provedenog istraživanja bio ispitati u kojoj mjeri osobne i percipirane organizacijske vrijednosti kao i njihova interakcija pridonose objašnjenju varijance odanosti organizaciji i njezinih komponenti, a nakon kontrole dužine radnog staža u organizaciji. Dodatno je ispitano i koji od dvaju skupova vrijednosti ima veću prediktivnu snagu za predviđanje odanosti organizaciji. U tu su svrhu na 217 ispitanika prigodnog uzorka iz nekoliko srednjih i većih organizacija primijenjeni Upitnik odanosti organizaciji, Skala osobnih i organizacijskih vrijednosti konstruirana za potrebe ovoga rada te Upitnik sociodemografskih podataka. Prikupljeni su podaci analizirani nizom hijerarhijskih regresijskih analiza. Dobiveni rezultati pokazuju da radni staž u organizaciji, uključen u prvom koraku analize, značajno predviđa sve komponente odanosti, pri čemu je dulji radni staž prediktor više afektivne, normativne, instrumentalne i ukupne odanosti zaposlenika. Dobiven je i inkrementalni doprinos osobnih i organizacijskih vrijednosti pri predviđanju afektivne, normativne i ukupne odanosti organizaciji. Povezanost afektivne odanosti s organizacijskim vrijednostima orijentacije na ljude moderirana je osobnim vrijednostima orijentacije na ljude. Organizacijske vrijednosti imaju veću prediktivnu snagu za predviđanje odanosti organizaciji u odnosu na osobne vrijednosti. Dobivenim su rezultatima djelomično potvrđene postavljene hipoteze o duljini radnog staža te osobnim i organizacijskim vrijednostima kao prediktorima odanosti organizaciji