RESEARCH OF THE MOTIVATION CONSEQUENCES AT EMPLOYEES WITH A DIFFERENT EDUCATION LEVEL

U praksi se mogu opaziti neke zajedničke karakteristike posljedica motiviranosti “prosječnih” zaposlenika različitih razina obrazovanja. Cilj istraživanja bio je utvrditi postoji li jedinstveni skup međusobno povezanih specifičnih stavova i značajki kao posljedica radne motiviranosti prema kojemu bi se mogli razlikovati ljudi različitih razina stručne spreme. S tom namjerom ispitan je „snowball“ uzorak od 193 ispitanika. Konstruiran je Upitnik stavova i značajki stručne spreme (SZSS) prema kojemu bi se mogli razlikovati ljudi različitih razina stručne spreme. Instrument je pokazao nisku, ali zadovoljavajuću pouzdanost za sve njegove dimenzije. Na temelju rezultata faktorske analize dobivene su tri latentne dimenzije koje se nalaze u osnovi stavova i značajki prema kojima bi se mogli razlikovati ljudi različitih razina stručne spreme, a to su: eksternalna atribucija/racionalizacija neuspjeha, cijenjenost posla te procjena drugih ljudi koji tumače ukupno 39% ukupne varijance. Upitnik statistički značajno razlikuje ispitanike u odnosu na stručnu spremu u dimenzijama eksternalna atribucija/racionalizacija neuspjeha te cijenjenost posla.
Some common characteristics of the motivation consequences for "average" employees of various levels of education could be perceived in practice. The aim of the research was to determine whether there is a unique set of interrelated specific attitudes and features that are the result of work motivation, which could differentiate people at different education levels. For this purpose, the „snowball“ sample of 193 subjects is examined. The questionnaire for measuring the attitudes and features of qualification (SZSS) was constructed, with the purpose of finding differences between people at different levels of qualification. Instrument showed a low but satisfactory reliability for all of its dimensions. Factor analysis produced three latent dimensions that are the basic element of attitudes and characteristics according to which the distinction could be made between different people at different levels of qualification, such as: external attribution / rationalization of failure, the value of job, and assessment of other people. These three factors interpreted total of 39% of the total variance. Questionnaire respondents were statistically significantly different in terms of professional qualifications with regards to the dimensions of external attribution / rationalization of failure and job value.