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dc.contributor.authorRana, Inga-
dc.description.abstractTyrimo tikslas – nustatyti asmens ir darbo suderinamumo bei isipareigojimo organizacijai sasajas. Tiriamieji – 149 Lietuvoje dirbantys asmenys: 67 vyrai ir 82 moterys. Tiriamuju amžius – nuo 19 iki 66 metu. Metodikos. Tiriamuju asmenybes tipui nustatyti buvo naudojamas Johno L. Hollando profesinio kryptingumo klausimynas (angl. Vocational Preference Inventory). Darbo aplinka ivertinta paprašius tiriamuju iš šešiu darbo aplinkos tipu sarašo (sudaryto remiantis J. L. Hollando R-I-A-S-E-C tipologija) pasirinkti viena tipa, labiausiai atitinkanti dabartine darbo aplinka. Asmens ir darbo suderinamumo laipsnis buvo ivertintas palyginus tiriamojo asmenybes tipa su darbo aplinkos tipu. Darbuotoju isipareigojimui organizacijai nustatyti buvo naudojamas N. J. Alleno ir J. P. Meyerio isipareigojimo organizacijai klausimynas (angl. Organizational Commitment Scales). Taip pat i klausimyna buvo itraukti demografiniai klausimai (lytis, amžius, bendras darbo stažas, einamu pareigu stažas). Rezultatai, išvados. Nustatyta, jog asmens ir darbo suderinamumas ir isipareigojimas organizacijai tarpusavyje nera susije. Asmens ir darbo suderinamumas skiriasi pareigu stažo atžvilgiu: ilgesni laika išdirbusiu darbuotoju suderinamumas su darbu yra didesnis. Isipareigojimas organizacijai skiriasi amžiaus, pareigu stažo bei bendro darbo stažo atžvilgiu: vyresni ir didesni bendra darbo staža turintys darbuotojai pasižymi aukštesniu emociniu, testiniu, normatyviniu isipareigojimu organizacijai, ilgesni laika išdirbe darbuotojai pasižymi didesniu emociniu ir testiniu isipareigojimu; normatyvinis isipareigojimas ir pareigu stažas tarpusavyje nesusijelt
dc.description.abstractBackground, purpose. Empirical evidence that person-job fit and organizational commitment are related was found in several theoretical studies. However, most studies examining organizational commitment were searching for its relations with other individual’s fit at work: person-organization, person-supervisor and persongroup. Furthermore, the results of studies analyzing person-job and organizational commitment differences according to socio-demographic factors are ambiguous. The purpose of this study was to investigate the relations between person-job fit and employees’ organizational commitment. Material and methods. The sample in this study consisted of 149 employees: 67 men and 82 women aging from 19 and 66 year old (mean 30.66 years, standard deviation 10.99). The questionnaire included a) socio-demographic questions; b) Holland’s vocational preference inventory to assess person-job fit (Cronbach alpha 0.905), and c) Allen and Meyer’s scale of organizational commitment measuring affective (Cronbach alpha 0.812), continuance (Cronbach alpha 0.794), normative (Cronbach alpha 0.625) and general organizational commitment (Cronbach alpha 0.831). Respondents were asked to fill in the form of 209 questions. Results, conclusions. Contrary to the expectations the results of the study showed that there was no significant relationship between person-job fit and organizational commitment. But socio-demographic factors were found to be important predictors of person-job fit and organizational commitment. The results showed that person-job fit varied according to the current job position experience: the greater person-job fit is expressed by employees being longer in current position. It was also revealed that organizational commitment level differs according to age, tenure and current job position experience.[...]en
dc.description.sponsorshipSocialinių mokslų fakultetas-
dc.description.sponsorshipVytauto Didžiojo universitetas-
dc.format.extentp. 139-154-
dc.relation.ispartofTarptautinis psichologijos žurnalas: biopsichosocialinis požiūris = International Journal of Psychology: A Biopsychosocial Approach. Kaunas : Vytauto Didžiojo universiteto leidykla, 6 (2010)-
dc.relation.isreferencedbyAcademic Search Complete (EBSCO)-
dc.rightsSutarties data 2012-11-06, nr. A1210, laisvai prieinamas internetelt_LT
dc.subjectAsmens ir darbo suderinamumaslt
dc.subjectEmocinis įsipareigojimas organizacijailt
dc.subjectTęstinis isipareigojimas organizacijailt
dc.subjectNormatyvinis įsipareigojimas organizacijailt
dc.subjectPerson-job fiten
dc.subjectNormative organizational commitmenten
dc.subject.classificationStraipsnis kitose duomenų bazėse / Article in other databases (S4)-
dc.subject.otherPsichologija / Psychology (S006)-
dc.titleAsmens ir darbo suderinamumo bei įsipareigojimo organizacijai sąsajoslt
dc.title.alternativeThe relationship between person - job fit and organizational commitmenten
dc.typeresearch article-
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item.fulltextWith Fulltext-
item.grantfulltextopen-ų mokslų fakultetas-
Appears in Collections:International Journal of Psychology: A Biopsychosocial Approach / Tarptautinis psichologijos žurnalas: biopsichosocialinis požiūris 2010, [vol.] 6
Universiteto mokslo publikacijos / University Research Publications
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