Kairys, A. () DIDYSIS PENKETAS: UŽ IR PRIEŠ, Psichologija, 37, p. Pagrindiniai žodžiai: asmenybės bruožai, Didysis penketas, Penketo faktorių modelis. Santrauka. Tyrimų, skirtų asmenybės ir emocijų problemai, rezultatai rodo įtikinamą dviejų pagrindinių bruožų – ekstraversijos ir neurotizmo. Genevičiūtė-Janonienė, G. ir Endriulaitienė, A. () DARBUOTOJŲ ASMENYBĖS SAVYBIŲ IR DARBO MOTYVACIJOS SĄSAJOS, Psichologija, 38, p.
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Despite the debates, nonetheless, the strongest arguments are for Big Five pskchologija. Path analysis showed different models of work motivation for female and male employees. It was also predicted that perceived job effectiveness might contribute significantly to the model of work motivation. Alternative models to asjenybes Big Five model are offered: The employees consisted of non-management personnel of various Lithuanian organizations.
Most of the research studies are conducted referring to the Big Five model.
DARBUOTOJŲ ASMENYBĖS SAVYBIŲ IR DARBO MOTYVACIJOS SĄSAJOS | Psichologija
Five factors is the optimal number. Pals New Big Five. Alternative models to Big Five model play another important role — they encourage cross-cultural research, the search of the neurological correlates.
Also, some important parameters of everyday emotional life stability, intensity, hedonic level and their relation with the basic personality traits are being discussed.
There is more empirical evidence still difficulties arise because of the research procedure or method inaccuracy. Perceived job effectiveness was an important contributor to work motivation. The second aim is to find out what influence the kind and character of everyday activity has asmenyebs the relation between personality and emotions.
Herewith it is obvious: This was a substantial sally — Big Five has a potential to become the real personality theory, but there are still some problems left unsolved — extracted factor relevance to the individual in large samples is unclear, newly posed statements about personality structure lack empirical evidence.
Thus Big Five is very dynamic field of personality research, pretending to become very important and influential personality theory. However, some other research reveals the complexity and certain discrepancy of the above-mentioned links Williams, ; McFatter, ; Matthews, For 2—4 weeks the 80 subjects university students, aged 17—24 years using special form have been chronologically registering the kind of everyday activity learning, chores, aesthetic, spiritual activity, etc.
In other words, the hypothesis of the research is that Extraversion and Neuroticism influence the modality structure of emotions, experienced during the concrete everyday activity. Nevertheless, this model is controversial. The main merits of the Big Five model are: For a long time Big Five was only the research model, but presently initial theoretical interpretations were offered — R. Especially work motivation is a challenge for supervisors trying to integrate into the international market using staff effectively.
Costa Five Factor Theory also D. However, they are not so expressed as it was expected. The main aim of the present research is particularization of parameters of everyday emotional life in structures of two personality super factors: Knowing of personality traits and work values that help to predict work motivation allows supervisors to achieve objectives. Extraversion and Neuroticism, i. Some researchers emphasize the merits of the Big Five model and the others name the shortcomings of the model.
Still the Big Five model receives criticism. The main critiques are: Research revealed the specificity of the emotional regulation of kinds of psichologkja activities determined by the personality traits. Motivated employees are more likely to be creative, persistent, and productive, so managers are willing to have highly motivated workforce. Presently alternative models are not in competition with Big Five.
Considerable emotional differences were found in subjects having high and low score in the both two scales. The subjects completed a questionnaire that included selfreport measure of personality traits Big Five Inventory; John et al. The conclusion of the present research is as follows: Work motivation is a potential predictor of employee turnover, job satisfaction, organizational commitment, job performance and psychological well-being. Employees with higher neuroticism are equally motivated by both external and internal rewards.
DARBUOTOJŲ ASMENYBĖS SAVYBIŲ IR DARBO MOTYVACIJOS SĄSAJOS
Summary Most previous research has demonstrated relatively high correlations between two main traits — Extraversion and Neuroticism — and personality emotional predispositions. The research has revealed that the link between psichologiha basic personality traits and everyday emotions tends to be stable enough, that is why it is little influenced by the character and specificity of everyday activity.
Summary The field of the personality research is very active these days; probably more research is being conducted than ever. Personality traits were examined by EPI. There were no significant differences between extraverts and introverts. The most significant differences in the most kind of activities are revealed between stable extraverts and unstable introverts.
Kaip cituoti Kairys, A.
The objective of this study was to elucidate the personality traits that might be related to work motivation. Most of the researchers confirmed that it is complicated to extract less than five factors psicholoija many research data. We constructed one questionnaire according to the instructions of V.