Moderacijski efekt roda na vezu između HEXACO crta ličnosti i zaposlenja na rukovoditeljskim pozicijama

master's thesis

• Title (english): Moderation effect of gender on the relationship between HEXACO personality traits and employment in managerial positions
• Author: Lada Šteher
• Mentor: Mitja Ružojčić (mentor)
• Committee member: Denis Bratko (predsjednik povjerenstva)
• Committee member: Aleksandra Huić (član povjerenstva)
• Granter: University of Zagreb; Faculty of Humanities and Social Sciences; (Department of Psychology); Zagreb
• Defense date and country: 2024-07-15, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Psychology; Psychology of Work

Abstract

U suvremenom poslovnom okruženju obilježenom stalnim promjenama i neprekidnim napretkom tehnologije, uloga kvalitetnih rukovoditelja zadržava svoju važnost. Upravljanje procesom regrutacije i selekcije kandidata na temelju znanstvenih spoznaja postaje ne samo nužnost, već i strateška prednost. Unatoč brojnim istraživanjima iz područja organizacijske psihologije koja istražuju povezanost osobnih karakteristika s radnom uspješnošću, relativno malo pažnje posvećuje se donošenju odluka u selekcijskim procesima. S povećanjem broja žena na rukovodećim položajima, rod postaje sve relevantniji u ovom procesu. Cilj našeg istraživanja bio je istražiti kako rodna pripadnost kandidata može utjecati na percepciju njihovih osobina ličnosti u kontekstu zapošljavanja na rukovodećim pozicijama. Uzorak je obuhvatio 181 sudionika koji su se kao kandidati natjecali za rukovodeće pozicije u različitim organizacijama. Ovi kandidati su prošli kroz selekcijske procese koje je provodila konzultantska firma specijalizirana za regrutaciju i selekciju u Republici Hrvatskoj. Svi sudionici su ispunili upitnik HEXACO-PI-R kao dio tog procesa. Naši rezultati ukazuju na postojanje pozitivne povezanosti između ugodnosti kandidata i vjerojatnosti njihovog zapošljavanja na rukovodećim pozicijama, što odražava trendove na tržištu rada i promjene u percepciji rukovođenja. Međutim, ostale osobine nisu bile značajan prediktor. Iako smo očekivali da će rod moderirati vezu između osobina ličnosti i zaposlenja na rukovodećim pozicijama, naše istraživanje nije potvrdilo tu hipotezu. Dobiveni nalazi dodatno naglašavaju važnost razumijevanja povezanosti crta ličnosti i rodnih stereotipa u procesu zapošljavanja na rukovodećim pozicijama te pružaju uvid u dinamiku tog procesa u suvremenom poslovnom kontekstu.

Abstract (english)

In the modern business environment marked by constant change and continuous technological advancement, the role of high-quality leaders remains important. Managing the recruitment and selection process based on scientific insights is not only a necessity but also a strategic advantage. Despite numerous studies in the field of organizational psychology exploring the relationship between personal characteristics and job performance, relatively little attention is paid to decision-making in selection processes. With the increasing number of women in leadership positions, gender becomes increasingly relevant in this process. The aim of our research was to investigate how candidates' gender can influence the perception of their personality traits in the context of hiring for leadership positions. The sample consisted of 181 participants who competed for leadership positions in various organizations. These candidates went through selection processes conducted by a consulting firm specializing in recruitment and selection in Croatia. All participants completed the HEXACO-PI-R questionnaire as a part of this process. Our results indicate a positive correlation between candidate agreeableness and the likelihood of their employment in leadership positions, reflecting trends in the labor market and changes in leadership perception. However, other traits were not significant predictors. Although we expected gender to moderate the relationship between personality traits and employment in leadership positions, our research did not confirm this hypothesis. The findings underscore the importance of understanding the relationship between personality traits and gender stereotypes in the hiring process for leadership positions and provide insight into the dynamics of this process in the modern business context.

• Keywords: implicitne teorije vođenja; teorija kongruencije uloga; rodni stereotipi; rukovođenje
• Keywords (english): implicit leadership theories; role congruity theory; gender stereotypes; leadership
• Language: croatian
• URN:NBN: urn:nbn:hr:131:078587
• Study programme: Title: Psychology; Study programme type: university; Study level: graduate; Academic / professional title: magistar/magistra psihologije (magistar/magistra psihologije)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Open access
• Created on: 2024-07-10 18:37:39