POVZETEK Diplomsko delo se ukvarja s preu?evanjem delovne ...

POVZETEK
Diplomsko delo se ukvarja s preučevanjem delovne samoučinkovitosti ter s
primerjavo faktorskega (tj. faktorsko-analitičnega) in facetnega (tj.facetnoteoretskega)
pristopa k raziskovanju. Preučevanje delovne samoučinkovitosti temelji
na predpostavki, da je ravno prepričanje v lastno učinkovitost pomembna
determinanta vedenja. Diplomsko delo je razdeljeno na tri dele: teoretični,
metodološki in praktični del.
V teoretičnem delu je podan pregled splošne teorije o samoučinkovitosti ter pregled
empiričnih raziskav s tega področja. Prikazana je tudi uporaba koncepta
samoučinkovitosti znotraj organizacijske psihologije. Ob koncu je predstavljen
teoretični model delovne samoučinkovitosti, ki delovno samoučinkovitost opredeljuje
kot prepričanje posameznika, da je zmožen organizirati in opraviti vsa dejanja,
potrebna za uspešno spoprijemanje z zahtevami specifičnih delovnih nalog ali
poslovnih vedenj.
Metodološki del diplome se ukvarja s preverjanjem teoretičnega modela delovne
samoučinkovitosti, s preučevanjem napovedne veljavnosti delovne samoučinkovitosti
ter s primerjavo faktorskega in facetnega pristopa k preverjanju teorije in konstrukciji
vprašalnikov. V ta namen so bili sestavljeni trije različni vprašalniki delovne
samoučinkovitosti, preizkušani na študentih (N=433). Empirična analiza potrjuje tri
temeljne determinante delovne samoučinkovitosti: (1) referenčni kontekst (ali
posameznik dela samostojno ali v skupini), (2) vrsta naloge (ali se posameznik pri
delu ukvarja s podatki, ljudmi ali s stvarmi) in (3) lastnosti delovne situacije (ali je
posameznik pri svojem delu soočen z oteževalnimi delovnimi okoliščinami – delovna
preobremenjenost, odsotnost strukture, odsotnost znanja – ali pa te okoliščine niso
prisotne). Analiza napovedne veljavnosti odkriva, da se predvsem samoučinkovitost
za delo s podatki pomembno povezuje z maturitetnim in študijskim uspehom.
Primerjava faktorskega in facetnega pristopa pa kaže, da imata oba pristopa svoje
prednosti in slabosti. Podobna sta si v namenu in cilju, razlikujeta pa se v poudarku
teoretičnih osnov, v konstrukciji postavk, v predpostavkah za analizo ter v
interpretaciji in prikazovanju rezultatov. Rezultati obeh pristopov so do določene
mere podobni.
Praktični del diplome se ukvarja s sestavo specifičnega vprašalnika delovne
samoučinkovitosti, tj. vprašalnika samoučinkovitosti za menedžerska vedenja (im.
Vprašalnik o menedžerskih vedenjih), preizkušanega na vzorcu zaposlenih
posameznikov v šestih slovenskih podjetjih (N=76). S sestavo tega vprašalnika je
prikazana možna uporabna vrednost splošnega modela delovne samoučinkovitosti,
ki smo ga oblikovali v teoretičnem in potrdili v metodološkem delu diplome.
Sestavljen vprašalnik kaže dobre merske lastnosti in se zdi uporaben v podjetjih.
Pomembno ob tem je odkritje, da se samoučinkovitost za menedžerska vedenja
pomembno povezuje z zadovoljstvom z delom, izgorelostjo pri delu kot tudi z
absentizmom.

ABSTRACT
The main topic of this diploma thesis is an investigation of the concept of work selfefficacy
and comparison of factor (factor-analytical) and facet (facet-theoretical)
research approaches. The investigation of work self-efficacy is based on the
assumption that belief in one's own efficacy is an important determinant of behavior.
The paper is divided into three parts: theoretical, methodological and practical.
In the theoretical part, an overview of general theory of self-efficacy and related
empirical studies is given. The usage of the concept of self-efficacy within
organizational psychology is demonstrated. Finally, a theoretical model of work selfefficacy
is presented, which defines work self-efficacy as belief in one’s capability of
organizing and executing behavior, which is necessary for successful coping with
demands of specific working tasks or business behaviors.
The methodological part is focused on the examination of a theoretical model of
work self-efficacy. It deals with the investigation of the construct and predictive
validity of the work self-efficacy model and also with the comparison of factor and
facet approaches to theory testing and questionnaire construction. For this purpose,
three different questionnaires of work self-efficacy were constructed and tested on
university students (N=433). Empirical analysis confirms three basic determinants of
work self-efficacy: (1) reference context (whether the individual works alone or in a
group), (2) task type (whether the individual's work is in relation to data, to people or
to things) and (3) properties of working situation (whether or not the individual is
exposed to difficult working conditions such as work overload, absence of structure
or absence of knowledge). Analysis of predictive validity reveals that especially selfefficacy
for working with data is significantly correlated with high school and
undergraduate success. Comparison between factor and facet approaches on the
other hand reveals benefits and shortcomings of both approaches. They are similar
in their purpose and goal, but differ in their focus on theoretical foundations, in items
construction, in analysis assumptions, and in their interpretation and presentation of
results. Results of both approaches are to some extent similar.
Finally, the practical part deals with construction of a specific questionnaire of work
self-efficacy, that is: the questionnaire of self-efficacy for managerial behaviors
(named Managerial Behavior Questionnaire). It was tested on a sample of
employees from six Slovenian companies (N=76). The construction of the
questionnaire demonstrates the applicative value of the general model of work selfefficacy,
which was constructed in theoretical part and confirmed in the
methodological part of the thesis. The constructed questionnaire displays good
psychometric properties and seems applicative in companies. Importantly, selfefficacy
for managerial behavior is found to be significantly correlated with work
satisfaction, burnout and absenteeism.