İşe ilişkin tutumlar, iş rolü algıları ve algılanan performans arasındaki ilişki

Bu çalışmanın amacı, işe karşı tutumlar, rol algıları ve algılanan performans arasındaki ilişkiyi incelemektir. Bu araştırmaya çeşitli işyerlerinde çalışan 182 itişi katılmıştır. Katılımcıların %60,5 ini erkekler, %39,5 ini kadınlar oluşturmaktadır ve yaşları 18 ile 55 arasında değişmektedir. Araştırmada Kanungo'nun (1982) kişinin işine karşı ilgisi ve genel olarak işe karşı ilgi, Porter ve arkadaşlarının (1974) örgütsel bağlılık, Minnesota îş Doyumu (kısa-form) ve House ve Rizzo 'nun (1972) Rol Belirsizliği ve Çatışması Ölçekleri kullanılmıştır. İş performansı kendi kendini değerlendirmeye dayalı olarak iki soru ile ölçülmüştür. Kullanılan ölçeklerin güvenirlik katsayıları kabul edilebilir düzeydedir (0,65 ve üzeri). Demografik değişkenler kontrol edildikten sonra algılanan iş performansını yordayıcı değişkenleri belirlemek için regresyon analizleri yapılmıştır. Sonuçlar ele alınan her bir tutuma bağlı olarak, algılanan iş performansının yordanabileceğini göstermiştir.

The relationship between job attitudes, role perception and perceived performance

The purpose of this study is to examine the relationship between job attitudes, role perceptions and perceived performance. A hundred and eighty two people from different work places participated in this study. Of those, 60,5 % were male and 39,5 % were male, whose ages ranged between 18 and 55. A number of scales, such as Kanun-go's (1982), work and job involvement, Porter et al. 's (1974) organizational commitment, House and Rizzo's (1972) role ambiguity and conflict scales, and Minnesota job satisfaction scale-short form, were employed in this study. Perceived performance was measured by two questions. The internal consistency reliabilities of the scales were above 0,65. Several hierarchical regression analyses were conducted to determine the effects of different attitudes and work perceptions on the perceived performance. It was found that after controlling relevant variables, each individual independent variable contributed significantly to the perceived performance. Additionally, it was found that among the attitudes and perceptions, job satisfaction and job involvement were the best predictors of perceived performance. Finally, the implications and limitations of the study were discussed.

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