The relationship between suservior's leadershyp style, and subordinates' personality and job satisfaction

Zadovoljstvo poslom jedan je od dva najviše istražena pojma unutar područja organizacijske psihologije, a može biti povezan s mnogim čimbenicima koji mogu, ali ne moraju, biti povezani sa samim poslom. Općenito rečeno, konstrukt zadovoljstva poslom je bitno istražiti zbog njegove povezanosti s problemima prisutnosti, višim stopama fluktuacije, nedostatkom aktivnog sudjelovanja u poslovnim zadacima i psihološkim povlačenjem s posla, pogotovo kad se radi o volonterima, koji su ciljna populacija ovog istraživanja. Namjera ovog rada bila je objasniti zadovoljstvo poslom volontera na temelju njihovih osobina ličnosti i preferiranog stila vodstva njihovog nadređenog. U istraživanju je sudjelovalo 70 volontera neprofitne američke organizacije, ispunjavanjem online upitnika, koji je osim demografskih pitanja sadržavao sljedeće instrumente: Upitnik ličnosti BFI-2S (Soto i John, 2017), Upitnik zadovoljstva poslom JSS (Spector, 1994), te Upitnik stila vodstva LBDQ (Stogdill i Coons, 1957). Rezultati istraživanja sugeriraju nisku i pozitivnu povezanost zadovoljstva poslom volontera i ugodnosti (r = .25), dok se ostale osobine ličnosti nisu pokazale statistički značajno povezanima sa zadovoljstvom posla. Nadalje, pronađen je značajan doprinos ponašanja nadređene osobe usmjereno na odnose u objašnjenju zadovoljstva poslom (β = 0,78). Regresijski model osobina ličnosti volontera i stilova vodstva nadređene im osobe objašnjava čak 62.6 % varijance zadovoljstva poslom volontera.Job satisfaction is one of the two most researched concepts within the field of organizational psychology. and may be related to many factors that may, or may not, be related to the job itself. Generally speaking, the job satisfaction is important to explore because of its association with attendance problems, higher turnover rates, lack of active participation in business tasks, and psychological withdrawal from wor, especially when it comes to volunteers, which are the target population of this study. This paper intended to explain volunteers' job satisfaction based on their personality traits and the preferred leadership style of their supervisor. Sample of this study consists of 70 non-profit American volunteers who filled out an online questionnaire, which in addition to demographic questions contained the following instruments: Big Five Inventory BFI-2S (Soto and John, 2017), Job Satisfaction Survey JSS (Spector, 1994), and Leadership Behavior Description Questionnaire LBDQ (Stogdill and Coons, 1957). The results of the research suggest a low and positive correlation between volunteer job satisfaction and Agreeableness (r = .25), while other personality traits did not prove to be statistically significantly related to volunteers' job satisfaction. Furthermore, a significant contribution to the supervisor's leadership style consideration was found in explaining volunteers' job satisfaction (β = 0.78). The regression model of volunteers' personality traits and leadership styles of their supervisors explains 62.6% of the variance in volunteer job satisfaction