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KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME

Yıl 2023, Cilt: 11 Sayı: 1, 304 - 326, 21.06.2023

Fulya Güngör Tamer Bolat

https://doi.org/10.14514/beykozad.1277922
Cited By: 1

Öz

Günümüz çalışma modelleri, rekabet koşulları, iş yaşamındaki beklenti ve gereksinimler çalışma koşullarını değiştirirken; yönetim alanında uygulanan eski yöntem ve tekniklerin verimliliğini sorgulatmaktadır. Çalışma gruplarına ayrılan büyük birimler, proje bazlı iş yapış şekillerinin yaygınlaşması, entelektüel sermaye unsuru olan insanın ve insan odaklı yaklaşımların önemini artırmıştır. Bu bağlamda işgörenin, örgütü, işi veya yöneticisi ile uyumuna ek olarak çalışma grubu ile olan uyum ya da uyumsuzluğunun bireysel veya grup performansına etkileri önemli hale gelmiştir. Bu çalışmada, kişilik özellikleri, kişi-çalışma grubu uyumu ve bu uyumun görev performansı ile ilişkisi açıklanmıştır. Değişkenler arasındaki ilişkiler görgül çalışmalar ile desteklenirken, kuramsal olarak benzerlik-çekim, çekilme-seçilme-ayrılma, denge, sosyal kimlik, ilişkisel demografik yaklaşımı ve iş özellikleri modeli ile değerlendirilmiştir

Anahtar Kelimeler

Kişilik Özellikleri Grup Uyumu Görev Performansı

Kaynakça

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PERSONAL CHARACTERISTICS, PERSON-GROUP FIT AND TASK PERFORMANCE RELATIONSHIP: A CONCEPTUAL EVALUATION

Yıl 2023, Cilt: 11 Sayı: 1, 304 - 326, 21.06.2023

Fulya Güngör Tamer Bolat

https://doi.org/10.14514/beykozad.1277922
Cited By: 1

Öz

While today's working models, competition conditions, expectations and requirements in business life change
working conditions; It questions the efficiency of the old methods and techniques applied in the field of
management. The widespread use of large units and project-based ways of doing business, which are divided into working groups, has increased the importance of human and human-oriented approaches, which are the elements of intellectual capital. In this context, in addition to the fit of the employee with the organization, job or manager, the effects of the fit or incompatibility with the work group on individual or group performance have become important. n this study, personality traits, person-workgroup fit and the relationship of this fit with task performance are explained. While the relationships between the variables were supported by empirical studies, theoretically similarity-attraction, attraction-selection-attrition, balance, social identity, relational demographic approach and job characteristics model were evaluated.

Anahtar Kelimeler

Personality Traits Group Fit Task Performance

Kaynakça

  • Abdalla, A., Elsetouhi, A., Negm, A., & Abdou, H. (2018). Perceived Person-Organization Fit and Turnover Intention in Medical Centers. Personnel Review, 47(4), 863-881.
  • Adkins, C. L., Russell, C. J., & Werbel, J. D. (1994). Judgments of Fit in The Selection Process: The Role of Work Value Congruence. Personnel Psychology, 47(3), 605 - 623.
  • Ahmad, K. Z. (2008). Relationship Between Leader-Subordinate Personality Congruence and Performance and Satisfaction in The UK. Leadership & Organization Development Journal, 5, 396-411.
  • Aytaç, S. (2000). İnsanı Anlama Çabası. Bursa: Ezgi Kitabevi.
  • Barry, B., & Stewart, G. L. (1997). Composition, Process, and Performance in Self-Managed Groups:The Role of Personality. Journal of Applied Psychology, 82(1), 62-78.
  • Barrick, M. R., & Mount, M. K. (1991). The Big Five Personality Dimensions and Job Performance: A Meta‐Analysis. Personnel Psychology, 1-26.
  • Barsade, S. G., Ward, A. J., Turner, J. D., & Sonnenfeld, J. A. (2000). To Your Heart's Content:A Model of Affective Diversity in Top Management Teams. Administrative Science Quarterly, 45(4), 802-836.
  • Baymur, F. (1969). Genel Psikoloji. İstanbul: İnkılap ve Aka Kitapevleri.
  • Befort, N., & Hattrup, K. (2003). Valuing Task and Contextual Performance:Experience, Job Roles, and Ratings of the Importance of Job Behaviors. Applied H.R.M. Research, 8(1), 17-32.
  • Bertolino, M., Truxillo, D. M., & Fraccaroli, F. (2013). Age Effects on Perceived Personality and Job Performance. Journal of Managerial Psychology, 28(7/8), 867-885.
  • Bettman, J. R. (1970). Information Processing Models of Consumer Behavior. Journal of Marketing Research, 7(3), 370-376.
  • Bilgiç, R. (2008). İş Özellikleri Kuramı:Geniş Kapsamlı Gözden Geçirme. Türk Psikoloji Yazıları, 11(22), 66-77.
  • Borman, W. C., & Motowidlo, S. J. (1997). Task Performance and Contextual Performance: The Meaning for Personnel Selection Research. Human Performance, 10(2), 99-109.
  • Bowen, D. E., Ledfor, G. E., & Nathan, B. R. (1991). Hiring For The Organization,Not The Job. Academy of Management Executive, 5(4), 35-51.
  • Brewer, M. B., & Kramer, R. M. (1985). The Psychology Intergroup Attitudes and Behavior. Annual Review of Psychology, 36, 219-243.
  • Burch, G. S., & Anderson, N. (2004). Measuring Person-Team Fit: Development and Validation of the Team Selection Inventory. Journal of Managerial Psychology, 19(4), 406-426.
  • Burke, R. J., & Deszca, E. (1982). Preferred Organizational Climates of Type A Individuals. Journal of Vocational Behavior, 21, 50-59.
  • Byrne, D., Griffitt, W., & Stefaniak, D. (1967). Attraction and Similarity of Personality Characteristics. Journal of Personality and Social Psychology, 5(1), 82-90.
  • Campbell, J. P., Mchenry, J. J., & Wise, L. L. (1990). Modeling Job Performance in a Population. Personnel Psychology, 43, 313-333.
  • Cartwright, D., & Harary, F. (1956). A generalization of Heider’s theory. Psychological Review, 63(5), 277–292.
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  • Lawrence, B. S. (1997). The Black Box of Ogranizational Demography. Organization Science, 8(1), 1-22.
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  • Muchinsky, P. M., & Monahan, C. J. (1987). What Is Person-Environment Congruence? Supplementary Versus Complementary Models of Fit. Journal of Vocational Behavior(31), 268-277.
  • Newcomb, T. M. (1979). Reciprocity of Interpersonal Attraction: A Nonconfilrmation of a Plausible Hypothes. Social Psychology Quarterly, 42(4), 299-306.
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  • Onay, M. (2011). Çalışanın Sahip Olduğu Duygusal Zekanın ve Duygusal Emeğinin, Görev Performansı ve Bağlamsal Performans Üzerindeki Etkisi. Ege Akademik Bakış, 11(4), 587-600.
  • Özcan, E. D. (2011). Örgüt Yapısı ve İş Tatmini. İstanbul: Beta Yayınları.
  • Özdemir, E. (2015). İçsel İş Çevresi, Kişilik Özellikleri ve Sektör Algısının İş Tatmini ve İş Performansı Üzerindeki Etkisi Alanya Konaklama İşletmeleri Örneği. Yüksek Lisans Tezi. Akdeniz Üniversitesi Sosyal Bilimler Enstitüsü.
  • Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the Black Box: An Analysis of Wor Group Diversit Conflict, and Performanc. Administrative Science Quarterly, 44, 1-28.
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  • Yelboğa, A. (2006). Kişilik Özellikleri ve İş Performansı Arasındaki İlişkinin İncelenmesi. İş,Güç” Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 8(2), 196-211.
  • Yildiz, H., & Kavak, O. (2017). The Regulatory Role of Compassıon ın The Influence of The Personalıty Traıt of Responsıbılıty on Task and Contextual Performance. Journal of Management, Marketing and Logistic, 9, 408-422.
  • Welbourne, T. M., Johnson, D. E., & Erez, A. (1998). The Role-Based Performance Scale: Validity Analysis of A Theory-Based Measure. Academy of Management Journal, 41(5), 540-555.
  • Werbel, J. D., & Johnson, D. J. (2001). The Use of Person-Group Fit for Employment Selection: A Missing Link in Person-Environmet Fit. Human Resource Management, Fall, 40(3), 227-240.
  • Westerman, J. W., & Cyr, L. A. (2004). An Integrative Analysis of Person–Organization Fit Theories. International Journal of Selection and Assesment, 12(3), 252-261.
Toplam 108 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İnsan Kaynakları Yönetimi
Bölüm Makaleler
Yazarlar

Fulya Güngör 0000-0002-4400-5677

Tamer Bolat 0000-0002-1461-4631

Yayımlanma Tarihi 21 Haziran 2023
Gönderilme Tarihi 6 Nisan 2023
Kabul Tarihi 12 Mayıs 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 11 Sayı: 1

Kaynak Göster

APA Güngör, F., & Bolat, T. (2023). KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME. Beykoz Akademi Dergisi, 11(1), 304-326. https://doi.org/10.14514/beykozad.1277922
AMA Güngör F, Bolat T. KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME. Beykoz Akademi Dergisi. Haziran 2023;11(1):304-326. doi:10.14514/beykozad.1277922
Chicago Güngör, Fulya, ve Tamer Bolat. “KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME”. Beykoz Akademi Dergisi 11, sy. 1 (Haziran 2023): 304-26. https://doi.org/10.14514/beykozad.1277922.
EndNote Güngör F, Bolat T (01 Haziran 2023) KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME. Beykoz Akademi Dergisi 11 1 304–326.
IEEE F. Güngör ve T. Bolat, “KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME”, Beykoz Akademi Dergisi, c. 11, sy. 1, ss. 304–326, 2023, doi: 10.14514/beykozad.1277922.
ISNAD Güngör, Fulya - Bolat, Tamer. “KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME”. Beykoz Akademi Dergisi 11/1 (Haziran 2023), 304-326. https://doi.org/10.14514/beykozad.1277922.
JAMA Güngör F, Bolat T. KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME. Beykoz Akademi Dergisi. 2023;11:304–326.
MLA Güngör, Fulya ve Tamer Bolat. “KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME”. Beykoz Akademi Dergisi, c. 11, sy. 1, 2023, ss. 304-26, doi:10.14514/beykozad.1277922.
Vancouver Güngör F, Bolat T. KİŞİLİK ÖZELLİKLERİ, KİŞİ-GRUP UYUMU VE GÖREV PERFORMANS İLİŞKİSİ: KAVRAMSAL BİR DEĞERLENDİRME. Beykoz Akademi Dergisi. 2023;11(1):304-26.

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