Proaktivnost i lokus kontrole kod menadžera - Zarevski, Predrag; Marušić, Ana; Vranić, Andrea (2002)
Konstrukt proaktivne ličnosti u svijetu je primijenjivan u većem broju studija u svrhu istraživanja različitih oblika organizacijskog ponašanja i rezultata takvog ponašanja. Crant (2000) navodi istraživanja koja potvrđuju povezanost proaktivne dimenzije i individualnog uspjeha u radu, uspješnosti u karijeri, liderstva, organizacijske inovativnosti, timskog postignuća i poduzetništva. Cilj ovog istraživanja bio je provjeriti razlikuju li se menadžeri nekih hrvatskih tvrtki od njhovih kolega jednakog akademskog obrazovanja koji, međutim, ne zauzimaju menadžerske pozicije (nazvani "nemenadžeri") s obzirom na proaktivnost i lokus kontrole, dimenzije ličnosti koje se često koriste u istraživanjima radne uspješnosti, organizacijskog ponašanja i upravljanja karijerom. U ispitivanju je sudjelovalo 118 ispitanika (60 menadžera i 58 nemenadžera) koji su ovisno o dužini radnog staža bili podjeljeni u tri grupe. Faktorskom analizom korištenog Upitnika proaktivnosti P1 (Zarevski, 2001) dobivena su dva nezavisna faktora Sklonost promjeni i Sklonost planiranju pa su u skladu s time i interpretirani rezultati. Za ispitivanje lokusa kontrole korištena je Rotterova skala unutrašnjega naprama izvanjskom mjestu kontole (RI-E skala). Na osnovi rezultata analize varijance može se zaključiti kako su menadžeri značajno proaktivniji od nemenadžera prema obje dimenzije proaktivnog ponašanja, Sklonosti planiranju (F(1, 110)=11, 7, p<.01) i Sklonosti promjeni (F(1, 110)=16.73, p<.01). Ispitanici se na faktoru Sklonosti promjeni razlikuju i s obzirom na radni staž (F(2, 111)=4.06, p<.02), gdje je ova dispozicija izraženija kod ispitanika s manje radnog staža. Nadalje se pokazalo da su menadžeri znatno internalniji od nemenadžera na varijabli lokusa kontrole (F(2, 110)= 4.76, p<.03), pri čemu značajna razlika prema radnom stažu ne postoji. Dobivene su razlike u očekivanom smjeru i uglavnom su u skladu s literaturom.
The construct of proactive personality has been used in a larger number of researches aiming to investigate various forms of organizational behaviour and the results of such behaviour. Crant (2000) refers to researches confirming the relation of proactive dimension and individual work and career success, leadership, organizational initiative, team achievement and business behaviour. The objective of this research was to investigate possible differences between the managers in some Croatian firms and their colleagues of equal academic education not working in executive positions (here referred to as non-managers) in terms of their proactivity and locus of control, the personality dimensions often used when investigating job success, organizational behaviour and career management. A total of 118 subjects (60 managers and 58 non-managers) divided in three groups according to the length of their working career participated in the study. Factor analysis of the Proactivity Questionnaire P1 (Zarevski, 2001) resulted in two independent factors Proneness to change and Proneness to planning. The results were, therefore, interpreted according to these findings. Rotter's RI-E scale (external versus internal reinforcement) was used in assessing the subject's locus of control. The analysis of variance shows for managers to be significantly more proactive than non-managers on both dimensions of the proactivity construct, Proneness to change and Proneness to planning. The factor Proneness to change also distinguishes subjects depending on the length of their working career, where this disposition is stronger in subjects with shorter working age. Furthermore, results show for managers to be more internal than non-managers. No significant difference was found in this dimension depending on the length of the subjects' working age. These results show tendencies similar to those expected under the framework of other research concerning these topics. [References: 17]
Projekt MZOS
HRV