33 research outputs found
Five-factor personality dimensions and work behavior
Ovim se radom nastojala rasvjetliti uloga dimenzija liÄnosti petofaktorskog modela u razumijevanju nekih aspekata radnog ponaÅ”anja. 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 objaÅ”njava ulogu crta liÄnosti u interindividualnim razlikama u radnom izvoÄenju. Drugi je dio rada posveÄen nalazima koji povezuju crte liÄnosti petofaktorskog modela s nekim relevantnijim radnim ponaÅ”anjima, kao Å”to su karijera i izbor zanimanja, osposobljavanje i edukacija, individualno radno izvoÄenje, kontraproduktivna radna ponaÅ”anja i nezgode na radu te grupni procesi i timsko izvoÄenje. Na temelju prikazanog pregleda može se zakljuÄiti da crte liÄnosti petofaktorskog modela igraju važnu ulogu u razumijevanju interindividualnih razlika u radnom izvoÄenju i osiguravaju uspjeÅ”no predviÄanje razliÄitih aspekata radnog ponaÅ”anja.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 liÄnosti petofaktorskog modela u razumijevanju nekih aspekata radnog ponaÅ”anja. 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 objaÅ”njava ulogu crta liÄnosti u interindividualnim razlikama u radnom izvoÄenju. Drugi je dio rada posveÄen nalazima koji povezuju crte liÄnosti petofaktorskog modela s nekim relevantnijim radnim ponaÅ”anjima, kao Å”to su karijera i izbor zanimanja, osposobljavanje i edukacija, individualno radno izvoÄenje, kontraproduktivna radna ponaÅ”anja i nezgode na radu te grupni procesi i timsko izvoÄenje. Na temelju prikazanog pregleda može se zakljuÄiti da crte liÄnosti petofaktorskog modela igraju važnu ulogu u razumijevanju interindividualnih razlika u radnom izvoÄenju i osiguravaju uspjeÅ”no predviÄanje razliÄitih aspekata radnog ponaÅ”anja.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 liÄnosti i profesionalni interesi kao prediktori Å”kolskog postignuÄa
Cilj je provedenog istraživanja bio ispitati u kojoj mjeri inteligencija, crte liÄnosti i profesionalni interesi pridonose objaÅ”njenju varijance opÄega Å”kolskog postignuÄa uÄenika viÅ”eg razreda osnovne Å”kole te postignuÄa u specifiÄnim skupinama predmeta (jeziÄno-komunikacijskoj, prirodoslovnoj, druÅ”tveno-humanistiÄkoj, tehniÄkoj i umjetniÄkoj skupini). Pored toga, ispitana je i inkrementalna valjanost crta liÄnosti i profesionalnih interesa povrh efekata sposobnosti. U istraživanju je sudjelovalo 263 uÄenika Å”kolskog uzrasta, polaznika osmih razreda jedne rijeÄke osnovne Å”kole, od kojih je 128 ženskog, a 135 muÅ”kog spola. Kako bi se ispitala prediktivna snaga inteligencije, crta liÄnosti i profesionalnih interesa za predviÄanje opÄega Å”kolskog postignuÄa uÄenika i postignuÄa u specifiÄnim skupinama predmeta kao kriterijskim varijablama, proveden je niz hijerarhijskih regresijskih analiza u kojima je inteligencija ukljuÄena u prvom, crte liÄnosti u drugom, a profesionalni interesi u treÄem koraku. Dobiveni rezultati pokazuju da su verbalne i numeriÄke sposobnosti, istraživaÄki interesi i savjesnost najvažniji prediktori opÄega Å”kolskog postignuÄa kao i postignuÄa u veÄini specifiÄnih skupina predmeta pri Äemu se koliÄina objaÅ”njene varijance kreÄe izmeÄu 9% i 35%. Pored toga, pokazalo se da crte liÄnosti povrh inteligencije, a profesionalni interesi povrh inteligencije i crta znaÄajno dodatno objaÅ”njavaju varijancu svih kriterijskih varijabli osim uspjeÅ”nosti u tehniÄkoj skupini predmeta. Pri tome dimenzije liÄnosti i interesi objaÅ”njavaju zajedno u prosjeku joÅ” oko 11% varijance kriterija (liÄnost 5%; profesionalni interesi 6%). Dobiveni rezultati upuÄuju na važnost ispitivanih varijabli u razumijevanju i predviÄanju osnovnoÅ”kolskog postignuÄa
Inteligencia, rasgos de personalidad e intereses profesionales como predictores del logro escolar
Cilj je provedenog istraživanja bio ispitati u kojoj mjeri inteligencija, crte liÄnosti i profesionalni interesi pridonose objaÅ”njenju varijance opÄega Å”kolskog postignuÄa uÄenika viÅ”eg razreda osnovne Å”kole te postignuÄa u specifiÄnim skupinama predmeta (jeziÄno-komunikacijskoj, prirodoslovnoj, druÅ”tveno-humanistiÄkoj, tehniÄkoj i umjetniÄkoj skupini). Pored toga, ispitana je i inkrementalna valjanost crta liÄnosti i profesionalnih interesa povrh efekata sposobnosti. U istraživanju je sudjelovalo 263 uÄenika Å”kolskog uzrasta, polaznika osmih razreda jedne rijeÄke osnovne Å”kole, od kojih je 128 ženskog, a 135 muÅ”kog spola. Kako bi se ispitala prediktivna snaga inteligencije, crta liÄnosti i profesionalnih interesa za predviÄanje opÄega Å”kolskog postignuÄa uÄenika i postignuÄa u specifiÄnim skupinama predmeta kao kriterijskim varijablama, proveden je niz hijerarhijskih regresijskih analiza u kojima je inteligencija ukljuÄena u prvom, crte liÄnosti u drugom, a profesionalni interesi u treÄem koraku. Dobiveni rezultati pokazuju da su verbalne i numeriÄke sposobnosti, istraživaÄki interesi i savjesnost najvažniji prediktori opÄega Å”kolskog postignuÄa kao i postignuÄa u veÄini specifiÄnih skupina predmeta pri Äemu se koliÄina objaÅ”njene varijance kreÄe izmeÄu 9% i 35%. Pored toga, pokazalo se da crte liÄnosti povrh inteligencije, a profesionalni interesi povrh inteligencije i crta znaÄajno dodatno objaÅ”njavaju varijancu svih kriterijskih varijabli osim uspjeÅ”nosti u tehniÄkoj skupini predmeta. Pri tome dimenzije liÄnosti i interesi objaÅ”njavaju zajedno u prosjeku joÅ” oko 11% varijance kriterija (liÄnost 5%; profesionalni interesi 6%). Dobiveni rezultati upuÄuju na važnost ispitivanih varijabli u razumijevanju i predviÄanju osnovnoÅ”kolskog postignuÄa.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.Ā 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 quĆ© medida la inteligencia, los rasgos de personalidad y los intereses profesionales contribuyen a la explicaciĆ³n de la varianza del logro escolar general de los alumnos que frecuentan clases superiores de colegio, tanto como sus logros en grupos especĆficos de materias (lingĆ¼Ćstico-comunicativo, de ciencias naturales, social-humanĆstico, tĆ©cnico y artĆstico). AdemĆ”s, se ha examinado e incrementado la validez de los rasgos de personalidad e intereses profesionales, ademĆ”s de los efectos de capacidad. En la investigaciĆ³n 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 especĆficas como variables criterio, se ha llevado a cabo una serie de anĆ”lisis de regresiĆ³n jerĆ”rquica 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 mĆ”s importantes del logro escolar general y aquel en la mayorĆa de los grupos especĆficos de materias son las capacidades verbales y numĆ©ricas, intereses en investigaciĆ³n y escrupulosidad, con la varianza explicada de entre 9% y 35%. AdemĆ”s, se ha demostrado que los rasgos de personalidad mĆ”s que la inteligencia, e intereses profesionales mĆ”s que la intelegencia y los rasgos de personalidad, contribuyen significativamente a la explicaciĆ³n de la varianza de todas las variables criterio, menos el logro en el grupo tĆ©cnico 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
(Ī²NRCWO = -0.30; ĆcRCWO = -0.26). We also found interactions
between neuroticism and affective normative commitment
(Ī² = 0.24) and between openness and continuance
commitment on reduced professional efficacy (Ī² = -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 objaÅ”njenju varijance odanosti organizaciji i njezinih komponenti, a nakon kontrole dužine radnog staža u organizaciji. Dodatno je ispitano i koji od dvaju skupova vrijednosti ima veÄu prediktivnu snagu za predviÄanje odanosti organizaciji. U tu su svrhu na 217 ispitanika prigodnog uzorka iz nekoliko srednjih i veÄih 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, ukljuÄen u prvom koraku analize, znaÄajno predviÄa sve komponente odanosti, pri Äemu je dulji radni staž prediktor viÅ”e afektivne, normativne, instrumentalne i ukupne odanosti zaposlenika. Dobiven je i inkrementalni doprinos osobnih i organizacijskih vrijednosti pri predviÄanju 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 veÄu prediktivnu snagu za predviÄanje odanosti organizaciji u odnosu na osobne vrijednosti. Dobivenim su rezultatima djelomiÄno potvrÄene 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 investigaciĆ³n fue determinar en quĆ© medida los valores organizacionales personales y percibidos, tanto como su interacciĆ³n, contribuyen a la explicaciĆ³n de la varianza de compromiso organizacional y sus componentes, todo despuĆ©s del control del tiempo de servicio en la organizaciĆ³n. AdemĆ”s, se ha investigado cuĆ”l de dos conjuntos de valores tiene mayor fuerza predicativa para el compromiso organizacional.Ā 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 sociodemogrĆ”ficos. Los datos obtenidos se han analizado a travĆ©s de una serie de anĆ”lisis de la regresiĆ³n jerĆ”rquica.Ā Ā Los resultados obtenidos demuestran que el tiempo de servicio en la organizaciĆ³n, incluido en el primer paso del anĆ”lisis, predice significativamente todos los componentes de compromiso, de modo que mĆ”s tiempo de servicio es predictor del mayor compromiso afectivo, normativo, instrumental y total. TambiĆ©n se ha obtenido la contribuciĆ³n incremental de los valores personales y organizacionales para predecir el compromiso afectivo, normativo y total. La conexiĆ³n entre el compromiso afectivo y los valores organizacionales de la orientaciĆ³n hacia la gente se moderĆ³ con los valores personales de orientaciĆ³n 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 hipĆ³tesis 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 suoÄavanja sa stresnim situacijama za
adolescente koristeÄi se deduktivnim pristupom. Kao teorijsko
polaziŔte koriŔteni su prethodno dobro elaborirani stilovi
suoÄavanja na odraslim ispitanicima: problemu ā usmjereno
suoÄavanje, emocijama ā usmjereno suoÄavanje i
suoÄavanje izbjegavanjem. Upitnik stilova suoÄavanja za
adolescente konstruiran je kompilacijom Äestica iz nekoliko
postojeÄih upitnika, a nakon toga je primijenjen na uzorku
od 265 ispitanika u dobi 11 ā 14 godina. KonaÄan oblik
upitnika sastoji se od 55 Äestica, a one su zasiÄene trima
teorijski predviÄenim faktorima: suoÄavanjem izbjegavanjem,
emocijama i problemu ā usmjerenim suoÄavanjem.
Ovi su faktori u meÄusobno niskim pozitivnim korelacijama,
a njihove pouzdanosti interne konzistencije relativno su
visoke. Kako bi se ispitala valjanost dobivenih mjera
suoÄavanja, izraÄunate su njihove povezanosti s crtama
liÄnosti, stresnim životnim dogaÄajima, percipiranom
socijalnom podrÅ”kom te Å”kolskim uspjehom na kraju tekuÄe
Å”kolske godine. Dobiveni su rezultati djelomiÄno razliÄiti kod
djevojÄica i djeÄaka, meÄutim, u osnovi govore o
zadovoljavajuÄoj valjanosti triju dobivenih dimenzija
suoÄavanja.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 ā targeted coping, and
the emotions ā 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 ā 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 Ƥlteren Studien
aus, in denen die Verhaltensweisen von Erwachsenen im
Umgang mit Stress grĆ¼ndlich untersucht wurden. Zu diesen
Verhaltensweisen gehƶren: problemorientierte Konfrontierung, gefĆ¼hlsorientierte Konfrontierung und
Ausweichverhalten. Der auf Adoleszenten zugeschneiderte
Fragebogen enthƤlt Komponenten aus mehreren anderen
Fragebƶgen und wurde unter 265 Jugendlichen im Alter von
11 bis 14 Jahren angewandt. Seine endgĆ¼ltige Version
enthƤlt insgesamt 55 Komponenten (Einzelfragen), mit denen
Verhaltensweisen ermittelt werden, die von den drei
theoretisch erwarteten Grundhaltungen: Ausweichverhalten,
gefĆ¼hlsorientiertes Verhalten und problemorientiertes
Verhalten, bestimmt sind. Zwischen diesen Faktoren bestehen
geringe positive Korrelationen, deren VerlƤsslichkeit in Bezug
auf ihre innere Konsistenz relativ hoch ist. Um die GĆ¼ltigkeit
der ermittelten Werte zu prĆ¼fen, untersuchte und evaluierte
man sie im VerhƤltnis zu Persƶnlichkeitsmerkmalen und
stresshaften Erlebnissen, zu dem im sozialen Umfeld
wahrgenommenen RĆ¼ckhalt des Einzelnen sowie dem
schulischen Erfolg am Ende des laufenden Schuljahres. Die
Ergebnisse unterscheiden sich zum Teil bei MƤdchen und
Jungen, doch sprechen sie im GroĆen und Ganzen fĆ¼r die
GĆ¼ltigkeit 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 objaÅ”njenju varijance odanosti organizaciji i njezinih komponenti, a nakon kontrole dužine radnog staža u organizaciji. Dodatno je ispitano i koji od dvaju skupova vrijednosti ima veÄu prediktivnu snagu za predviÄanje odanosti organizaciji. U tu su svrhu na 217 ispitanika prigodnog uzorka iz nekoliko srednjih i veÄih 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, ukljuÄen u prvom koraku analize, znaÄajno predviÄa sve komponente odanosti, pri Äemu je dulji radni staž prediktor viÅ”e afektivne, normativne, instrumentalne i ukupne odanosti zaposlenika. Dobiven je i inkrementalni doprinos osobnih i organizacijskih vrijednosti pri predviÄanju 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 veÄu prediktivnu snagu za predviÄanje odanosti organizaciji u odnosu na osobne vrijednosti. Dobivenim su rezultatima djelomiÄno potvrÄene postavljene hipoteze o duljini radnog staža te osobnim i organizacijskim vrijednostima kao prediktorima odanosti organizaciji