| Sažetak | Jedan od najvećih izazova IT sektora je zadržavanja zaposlenika (McKnight i sur, 2009). S obzirom da se puno novaca ulaže u zaposlenike, rukovoditelji organizacija pokušavaju spriječiti ili smanjiti stopu napuštanja zaposlenika. Namjera napuštanja organizacije (NNO) smatra se dobrim prediktorom realnog napuštanja organizacije, a kao najznačajniji prediktori te namjere smatraju se zadovoljstvo poslom (ZP) i profesionalno sagorijevanje (PS). Prema Teoriji radnih zahtjeva i resursa (Demerouti i Bakker, 2011), ZP i PS nastaju kao produkti radnih zahtjeva i/ili resursa. Prilikom ispitivanja NNO bitno je zahvatiti i neke individualne faktore, kao što je strast prema poslu. Prema modelu Valleranda i suradnika (2010), kao kognitivni ishod harmonične strasti uzeta je zanesenost poslom, koja se ujedno smatra i osobnim resursom koji štiti od simptoma sagorijevanja i facilitira zadovoljstvo poslom. Nadalje, kao produkt opsesivne strasti prema poslu uzeta je ruminacija koja predstavlja strategiju suočavanja s radnim zahtjevima. Prema tome, cilj ovog istraživanja bio je ispitati odnose kognitivnih ishoda strasti (ruminacije i zanesenosti vezane uz posao), ZP, PS i NNO te ispitati model koji specificira njihove odnose. U online istraživanju sudjelovalo je 240 IT zaposlenika različitih područja rada unutar IT sektora, a ispunjavali su sljedeće mjerne instrumente: Upitnik općih podataka, Upitnik zanesenosti vezane uz posao (Bakker, 2008), Skalu ruminacije vezane uz posao (Cropley i sur., 2012), Upitnik zadovoljstva poslom (Spector, 1985), Oldenburški upitnik sagorijevanja (Demerouti i Bakker, 2008) te Skalu namjere napuštanja organizacije (Konovsky i Cropanzano, 1991). Potvrđeno je zadovoljavajuće pristajanje trofaktorske strukture Skale ruminacije vezane uz posao podacima kao i adekvatne psihometrijske karakteristike skale. Kad je riječ o povezanostima između ispitivanih varijabli utvrđeno je da su sve tri facete zanesenosti (apsorpcija, uživanje, intrinzična motivacija) pozitivno povezane s intrinzičnim i ekstrinzičnim ZP. Također, sve tri facete su negativno povezane s dimenzijama PS (otuđenost i emocionalna iscrpljenost) i s NNO. Kada je riječ o ruminaciji utvrđena je umjereno visoka i negativna povezanost afektivne ruminacije s intrinzičnim i ekstrinzičnim ZP, niska i pozitivna povezanost odvajanja s intrinzičnim i ekstrinzičnim ZP, dok nije utvrđena povezanost između razmišljanja o rješavanju problema i ZP. Nadalje, utvrđena je pozitivna povezanost afektivne ruminacije i dimenzija PS, dok je povezanost odvajanja s tim dimenzijama negativna, a razmišljanje o rješavanju problema je značajno povezano samo s emocionalnom iscrpljenošću, pri čemu je smjer te povezanosti negativan. Jedino je faceta afektivne ruminacije značajno povezana s NNO pri čemu se radi o niskoj i negativnoj korelaciji. Utvrđeno je i da je veće zadovoljstvo plaćom, potencijalnim nagradama, mogućnostima promaknuća, pogodnostima i prirodom posla povezano s manjom NNO. Veće razine emocionalne iscrpljenosti i otuđenosti povezane su s većom NNO. Osim korelacijskih analiza korištena je i analiza traga te je utvrđeno da veća razina afektivne ruminacije doprinosi većoj NNO putem povećanja razine PS, dok veća razina zanesenosti doprinosi manjoj NNO putem smanjenja razine PS. Veća razina zanesenosti doprinosi manjoj NNO putem povećanja razine ZP, dok nije utvrđena značajna medijacijska uloga ZP u povezanosti afektivne ruminacije i NNO. Veća razine ruminacije doprinosi povećanoj razini PS što dalje doprinosi smanjenoj razini ZP, a to doprinosi povećanju NNO. Nadalje, veća razina zanesenosti doprinosi smanjivanju razine PS, što dalje povećava ZP, a to doprinosi smanjenoj NNO. Ovi rezultati naglašavaju vrijednost zanesenosti kao osobnog resursa, odnosno vrijednost načina suočavanja sa zahtjevima posla. Stoga se preporučuje daljnje ispitivanje i integracija istraživanja da bi se ostvario dodatan uvid u odnose promatranih varijabli. |
| Sažetak (engleski) | One of the biggest challenges of the IT sector is employee retention (McKnight et al, 2009). Given that a lot of money is invested in employees, the managers of organizations try to prevent or reduce the rate of employee turnover. The intention to leave the organization (ILO) is considered a good predictor of actual leaving the organization, and job satisfaction (JS) and professional burnout (PB) are considered the most significant predictors of these intentions. According to the Theory of Work Demands and Resources (Demerouti and Bakker, 2011), JS and PB are created as products of work demands and/or resources. When examining ILO, it is important to capture some individual factors, such as passion for work. According to the model of Vallerand et al. (2010), work-related flow could be taken as the cognitive outcome of harmonious passion, which is also considered a personal resource that protects against symptoms of burnout and facilitates job satisfaction. Furthermore, work-related rumination is viewed as a product of obsessive passion for work, which represents a strategy for coping with work demands. Therefore, the purpose of this research was to examine the relationships between the cognitive outcomes of passion (rumination and flow related to work), JS, PB and ILO, and to examine a model that specifies their relationships. A total of 240 IT employees from different areas of work within the IT sector participated in the online survey, and they filled out the following questionnaires: Questionnaire of general data, Work-related Flow Inventory (Bakker, 2008), Work-related Rumination Scale (Cropley et al., 2012), Job Satisfaction Survey (Spector, 1985), The Oldenburg Burnout Inventory (Demerouti & Bakker, 2008) and the Turnover Intentions Scale (Konovsky & Cropanzano, 1991). Confirmatory factor analysis showed that the three-factor structure of the Work-related Rumination Scale provided an adequate fit to the data and had good psychometric characteristics. Regarding the relationships between the examined variables, it was found that all three facets of flow (absorption, enjoyment, intrinsic motivation) were positively related to intrinsic and extrinsic JS. Also, all three facets were negatively related to the dimensions of PB (disengagement and emotional exhaustion) and to ILO. Furthermore, in the context of rumination, there was a moderately high negative correlation between affective rumination and intrinsic and extrinsic JS and low positive correlation of detachment with intrinsic and extrinsic JS, while no correlation was found between thinking about problem solving and JS. There was a positive relationship between affective rumination and the dimensions of PB, while the relationship between detachment and these dimensions was negative, and thinking about solving problems was significantly related only to emotional exhaustion, negatively. Only the facet of affective rumination was significantly related to ILO, and the correlation was low and negative. Furthermore, greater satisfaction with pay, potential rewards, promotion opportunities, benefits, and job nature were associated with lower ILO. Higher levels of emotional exhaustion and disengagement were associated with higher ILO. In addition to the correlation analyses, a path analysis was also used and it was determined that a higher level of affective rumination contributes to a higher ILO through an increase in the level of PB, while a higher level of flow contributes to a lower ILO through a reduced level of PB. A higher level of flow contributes to lower ILO by increasing the level of JS, while a significant mediation role of JS in the connection between affective rumination and ILO was not determined. Higher levels of rumination contributes to increased levels of PB which further reduces JS, which contributes to increased ILO. Moreover, a higher level of flow contributes to an reduced level of PB, which further increases JS, and this contributes to reduced ILO. These results emphasize the value of flow as an individual resource and ways of coping with job demands. Therefore, further examination and integration of research is recommended to gain additional insight into the relationships of the observed variables. |
