Sociodemografske odrednice i test integriteta kao prediktori nepoželjnog organizacijskog ponašanja

master's thesis

• Author: Karla Klakučer
• Mentor: Maša Tonković Grabovac (mentor)
• Mentor: Iva Černja (mentor)
• Committee member: Toni Babarović (predsjednik povjerenstva)
• Committee member: Iva Černja (član povjerenstva)
• Committee member: Maša Tonković Grabovac (član povjerenstva)
• Granter: University of Zagreb; Faculty of Croatian Studies; (Department of Psychology); Zagreb
• Defense date and country: 2018-06-28, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Psychology

Abstract

Nepoželjno organizacijsko ponašanje je namjerno ponašanje koje krši važne organizacijske norme i predstavlja prijetnju dobrobiti organizacije, njenim članovima ili obima. Postoje dvije vrste takvog ponašanja. Ukoliko je ponašanje usmjereno prema organizaciji, govorimo o organizacijskoj devijantnosti, a ukoliko je usmjereno prema pojedincu, tada govorimo o interpersonalnoj devijantnosti. Dosadašnja su se istraživanja nepoželjnog organizacijskog ponašanja usmjerila na klasifikaciju i teorijske okvire, kao i na odnos nepoželjnog organizacijskog ponašanja s različitim varijablama. U Hrvatskoj ne postoji istraživanje koje se bavi odnosom sociodemografskih varijabli te interpersonalnom i organizacijskom devijantnošću, a i na svjetskoj razini takva su istraživanja rijetkost. Iz tog razloga cilj ovog istraživanja bio je utvrditi jesu li sociodemografske varijable (spol, dob, radni staž i stupanj stručne spreme) dobri prediktori dvije vrste nepoželjnog organizacijskog ponašanja te utvrditi inkrementalnu valjanost testa integriteta u predviđanju interpersonalne i organizacijske devijantnosti povrh sociodemografskih varijabli. U istraživanju je sudjelovalo 137 zaposlenika različitih organizacija u Hrvatskoj, a primijenjen je Hvatski test integriteta (HTI), upitnik nepoželjnog organizacijskog ponašanja te su se prikupljali podaci o sociodemografskim karakteristikama sudionika. Hijerarhijska regresijska analiza pokazala je da je dob značajni prediktor organizacijske, a spol interpersonalne devijantnosti. Osim navedenog, prikriveni test integriteta (HTI-L) pokazao se kao najbolji prediktor interpersonalne i organizacijske devijantnosti jer je u posljednjem koraku uspio objasniti veći postotak varijance obje vrste nepoželjnog organizacijskog ponašanja od spola, dobi i stupnja stručne spreme. Dakle, potvrdila se inkrementalna valjanost testa integriteta u predviđanju nepoželjnog organizacijskog ponašanja povrh sociodemografskih varijabli.

Abstract (english)

Counterproductive work behavior is intentional behavior that violates important organizational norms and represents a threat to the well-being of the organization, its members, or its extent. There are two types of such behaviors. If the behavior is directed towards the organization, we talk about organizational deviance, and if it is directed towards the individual, then we talk about interpersonal deviance. Current research is focussed on classification and theoretical frameworks of counterproductive work behavior as well as on the relationship of these kind of behaviors with different variables. There is no research in Croatia which is focussed on the relationship between sociodemographic variables and interpersonal and organizational deviance. For this reason, the aim of this study was to determine whether sociodemographic variables (gender, age, work experience and level of education) are good predictors of two types of counterproductive work behavior and to determine the incremental validity of the integrity test in predicting interpersonal and organizational deviance over sociodemographic variables. The research was conducted on a sample of 137 employees from various organizations in Croatia. Each participant filled out a questionnaire that consisted of several parts - a Croatian integrity test, a test of counterproductive work behavior, and data about their socio-demographic characteristics were collected. Hierarchical regression analysis has shown that age was a significant predictor of organizational and gender of interpersonal deviance. In addition to this, HTI-L integrity test proved to be the best predictor of interpersonal and organizational deviance because when it is entered in the model in the third step, it explained a significantly higher percentage of variance of both types of counterproductive work behavior than gender, age, and level of education. Thus, the incremental validity of integrity test in predicting counterproductive work behavior over sociodemographic variables was confirmed.

• Keywords: nepoželjno organizacijsko ponašanje; interpersonalna devijantnosti; organizacijska devijantnost; sociodemografske varijable; test integriteta
• Keywords (english): counterproductive work behavior; interpersonal deviance; organizational deviance; sociodemographic variables; integrity test
• Language: croatian
• URN:NBN: urn:nbn:hr:111:567615
• Study programme: Title: Department of Psychology; Study programme type: university; Study level: graduate; Academic / professional title: magistar/magistra psihologije (magistar/magistra psihologije)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Closed access
• Created on: 2018-09-05 12:34:28