Predikcija radne uspješnosti šalterskih radnika u banci

Radna se uspješnost definira kao ponašanje pojedinca koje je relevantno za ciljeve organizacije i koje se može mjeriti s obzirom na razinu doprinosa pojedinca. Individualne razlike koje se najčešće ističu kao odrednice radne uspješnosti su opća kognitivna sposobnost, osobine ličnosti te u novije vrijeme i emocionalna inteligencija. Svrha ovog istraživanja bila je provjeriti odnos demografskih obilježja, opće kognitivne sposobnosti, osobina ličnosti (ekstraverzije i neuroticizma) te emocionalne inteligencije s radnom uspješnošću. U istraživanju je sudjelovalo 76 zaposlenih na radnom mjestu šalterskog radnika jedne banke, od toga 17 muškaraca i 59 žena. Rezultati pokazuju kako mlađi, manje iskusni, obrazovaniji te ekstravertiraniji zaposlenici imaju bolju radnu uspješnost. Hijerarhijskom regresijskom analizom nisu dobiveni značajni doprinosi demografskih obilježja, osobina ličnosti, opće kognitivne sposobnosti te emocionalne inteligencije na radnu uspješnost, osim za ekstraverziju za koju je ustanovljeno da doprinosi objašnjenju radne uspješnosti u modelu koji nije kontrolirao opću kognitivnu sposobnost i emocionalnu inteligenciju. Mogući razlozi nepovezanosti opće kognitivne sposobnosti, emocionalne inteligencije i neuroticizma s radnom uspješnošću se mogu pripisati malom uzorku te neadekvatnoj procjeni radne uspješnosti.
Job performance is defined as an individual's behavior that is relevant to the organization's goals and can be measured with respect to the individual's contribution. The individual differences most commonly referred to as job performance determinants are general cognitive ability, personality traits, and, more recently, emotional intelligence. The purpose of this study was to examine the relationship between demographic characteristics, general cognitive abilities, personality traits (extraversion and neuroticism), emotional intelligence with job performance. The study included 76 bank tellers, of which 17 were men and 59 were women. The results showed that younger, less experienced, more educated and more extroverted employees had a better job performance. With hierarchical regression analysis, there were no significant contributions of demographics, personality traits, general cognitive ability, and emotional intelligence to job performance, except for extraversion, which was found to contribute to job performance in a model that did not control for general cognitive ability and emotional intelligence. Possible causes of findings that general cognitive ability, emotional intelligence, and neuroticism do not correlate with job performance can be attributed to the small sample and an inadequate appraisal of job performance.