Darba maiņas biežums un nodoms aiziet saistībā ar asu sajūtu meklēšanu, uztverto organizācijas atbalstu un darba autonomiju jauniešiem vecumā no 18 līdz 28 gadiem
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Latvijas Universitāte
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lav
Abstract
Pētījuma mērķis bija noskaidrot, vai pastāv statistiski nozīmīgas sakarības starp darba maiņas biežumu, nodomu aiziet un tādiem psiholoģiskiem faktoriem kā asu sajūtu meklēšana, uztvertais organizācijas atbalsts un darba autonomija jauniešu vidū vecumā no 18 līdz 28 gadiem. Izlasi veidoja 318 jaunieši, kuri vismaz trīs mēnešus strādā savā amatā. Tika izmantota Īsā asu sajūtu meklēšanas skala (Zuckerman, 1996), Uztvertā organizācijas atbalsta skala (Eisenberger et al., 1986), Darba autonomijas skala (Morgeson & Humphrey, 2006) un Nodoma aiziet skala (Mobley et al., 1978). Korelācijas atklāja, ka asu sajūtu meklēšana pozitīvi korelē ar nodomu aiziet, bet nav saistīta ar darba maiņas biežumu. Regresija uzrādīja, ka nodomu aiziet visspēcīgāk prognozē kopējā asu sajūtu meklēšana, savukārt lielāka lēmumu autonomija šo prognozi vājina. Hipotēze apstiprināta, ka augstāks impulsivitātes (disinhibīcijas) norāda uz augstāku nodomu aiziet.
The purpose of this study was to determine whether there are statistically significant relationships among job–changing frequency, turnover intention, and psychological factors such as sensation seeking, perceived organizational support, and job autonomy in young workers aged 18 to 28. The sample consisted of 318 participants who had held their current position for at least three months. The Brief Sensation Seeking Scale (Zuckerman, 1996), the Perceived Organizational Support Scale (Eisenberger et al., 1986), the Work Design Autonomy Scale (Morgeson & Humphrey, 2006), and the Turnover Intention Scale (Mobley et al., 1978) were administered. Correlational analyses revealed that sensation seeking was positively correlated with turnover intention but not with job–changing frequency. Regression analysis showed that overall sensation seeking was the strongest predictor of turnover intention, whereas higher decision‐making autonomy attenuated this effect. The hypothesis that greater impulsivity (disinhibition) predicts higher turnover intention was supported.
The purpose of this study was to determine whether there are statistically significant relationships among job–changing frequency, turnover intention, and psychological factors such as sensation seeking, perceived organizational support, and job autonomy in young workers aged 18 to 28. The sample consisted of 318 participants who had held their current position for at least three months. The Brief Sensation Seeking Scale (Zuckerman, 1996), the Perceived Organizational Support Scale (Eisenberger et al., 1986), the Work Design Autonomy Scale (Morgeson & Humphrey, 2006), and the Turnover Intention Scale (Mobley et al., 1978) were administered. Correlational analyses revealed that sensation seeking was positively correlated with turnover intention but not with job–changing frequency. Regression analysis showed that overall sensation seeking was the strongest predictor of turnover intention, whereas higher decision‐making autonomy attenuated this effect. The hypothesis that greater impulsivity (disinhibition) predicts higher turnover intention was supported.