خصوصیات شخصیتی کارکنان و رضایت شغلی آنها
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خصوصیات شخصیتی کارکنان و رضایت شغلی آنها

عنوان فارسی مقاله: رابطه بین خصوصیات شخصیتی پنج عاملی کارکنان و رضایت شغلی آنها: مطالعه در هتل های پنج ستاره آلانیا
عنوان انگلیسی مقاله: The relationship between the five-factor personality traits of workers and their job satisfaction: s study on five star hotels in Alanya
مجله/کنفرانس: پروسیدیای مالی و اقتصاد – Procedia Economics and Finance
رشته های تحصیلی مرتبط: مدیریت، روانشناسی، گردشگری و توریسم
گرایش های تحصیلی مرتبط: مدیریت کسب و کار، هتلداری، روانشناسی صنعتی و سازمانی، مدیریت گردشگری
کلمات کلیدی فارسی: رضایت شغلی، خصوصیات شخصیتی پنج عاملی، هتل ها، گردشگری، ترکیه
کلمات کلیدی انگلیسی: Job Satisfaction; Five Factor Personality Traits; Hotels; Tourism; Turkey
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
شناسه دیجیتال (DOI): https://doi.org/10.1016/S2212-5671(16)30325-2
دانشگاه: Job Satisfaction; Five Factor Personality Traits; Hotels; Tourism; Turkey
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2016
شناسه ISSN: 2212-5671
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 8
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
آیا این مقاله مدل مفهومی دارد: دارد
آیا این مقاله پرسشنامه دارد: ندارد
آیا این مقاله متغیر دارد: دارد
کد محصول: E13769
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست انگلیسی مطالب

Abstract


1-Introduction


2-Conceptual Framework


3-Methodology


4-Findings


5-Conclusion


References

نمونه متن انگلیسی مقاله

Abstract


The aim of this study was to investigate the relationship between five-factor personality traits and job satisfaction among workers of five star hotels within Alanya district of Antalya province. In line with this purpose, the study was conducted with workers from all departments of the hotels included in the study sample. During the study, a total of 471 workers from 12 five star hotels in Alanya districtof Antalya province were contacted. Based on the correlation analysis results, a statistically significant relationship was identified between intrinsic satisfaction and the openness and conscientiousness dimensions. On the other hand, no statistically significant relationship was observed between extrinsic satisfaction and the five-factor personality traits. Furthermore, a statistically significant relationship was also observed between general job satisfaction and the openness and conscientiousness dimensions. Based on the regression analysis, it was determined that the extraversion dimension had a more significant effect than the openness dimension. The extraversion dimension had a negative effect on extrinsic job satisfaction, while the openness dimension had a positive effect. The extraversion and openness dimensions had a weak but statistically significant effect on general job satisfaction. The extraversion dimension had a negative effect on general job satisfaction, while the openness dimension had a positive effect.


Introduction


As is known, job or occupation constitutes a very important part of human life. Along with “economical” function of the job which meets important physical needs of human life, it also contributes to psychological and social functions of the individual to a high degree (Tan, 1992, p. 87). In order to create a harmony between the worker and his/her job, individual’s abilities and personality must correspond to his/her job. Organizations are able to bring the people with right qualifications to the proper position only after long and expensive trainings. If the abilities and personality of the individual does not correspond to the job, it may become totally impossible to make the individual right for his/her position. Thus, many organizations today recruit people through meticulous processes. Many organizations benefit from personality tests which were developed specifically for this purpose in recruitment and promotion processes. The purpose of these tests is measuring individual’s abilities and knowledge along with determining whether his/her personality matches the personality traits required for the position (Kinik, 2007, p. 1).

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