Organizaciono-profesionalni konflikt psihologa rada, zadovoljstvo i angažovanost na poslu

Abstract

Organizaciono-profesionalni konflikt javlja se kod zaposlenih u situacijama u kojima su očekivanja i zahtevi organizacije u suprotnosti s načelima i standardima profesije. Istraživanja pokazuju da se taj konflikt negativno odražava na stav zaposlenog prema poslu i na afektivno-motivacioni aspekt ispunjenosti radnom ulogom. Cilj rada bio je istražiti izloženost organizaciono-profesionalnom konfliktu psihologa rada u Srbiji, utvrditi da li je ona povezana sa zadovoljstvom poslom i angažovanošću na poslu i otkriti njene glavne činioce. Uzorak je činilo 96 psihologa rada. Rezultati su pokazali da postoji visoka negativna korelacija između izloženosti organizaciono-profesionalnom konfliktu i stepena zadovoljstva poslom, kao i značajna umerena negativna korelacija između izloženosti organizaciono-profesionalnom konfliktu i angažovanosti na poslu. Najveće korelacije dobijene su sa tzv. socijalnim dimenzijama zadovoljstva poslom. Organizaciono-profesionalnom konfliktu su manje izloženi psiholozi s dužim radnim stažom i oni koji su na višoj hijerarhijskoj poziciji, a više psiholozi koji rade u privatnim kompanijama i oni koji rade na određeno vreme. Izloženost organizaciono-profesionalnom konfliktu nije povezana s veličinom i delatnošću organizacije. Istraživanje govori u prilog razmatranju organizaciono-profesionalnog konflikta psihologa rada i kao važne teorijsko-istraživačke teme, i kao relevantnog profesionalnog i karijernog pitanja.

organizational-professional conflict occurs among employees in situations when organizational expectations and demands are opposed to the professional principles and standards. The results of studies have shown that this conflict negatively affects employees' attitude towards the job and affective-motivational state of fulfilment with work role. The purpose of this research was to examine exposure to organizational-professional conflict among I/O psychologists in Serbia, to find out whether there is a correlation between the exposure to organizational-professional conflict, job satisfaction and work engagement, and to determine the main factors of exposure to organizational-professional conflict. Our sample consisted of 96 I/O psychologists. Results have shown that there was significant high negative correlation between the exposure to organizational-professional conflict and job satisfaction, as well as significant moderate negative correlation between the exposure to organizational-professional conflict and work engagement. The highest correlations were with social dimensions of job satisfaction. The exposure to organizational-professional conflict was lower among I/O psychologists with longer work experience and those at higher positions in organizational hierarchy. The exposure to organizational-professional conflict was higher among I/O psychologists who were working in privately owned companies and among those who were fixed-term employees. There was no significant correlation between the exposure to organizational-professional conflict and the size of the organization or business field. Our study showed that organizational-professional conflict should be considered as an important theoretical and research topic, as well as a relevant professional and career issue.