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Samanburður á upplifun starfsmanna einkarekinna fyrirtækja og starfsmanna hins opinbera af vinnustað og starfi

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Authors
Hlín Kristbergsdóttir
Leifur Geir Hafsteinsson
Arney Einarsdóttir
Issue Date
2008

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A comparison of organizational influences and work outcomes in icelandic public and private sector organizations
Citation
Sálfræðiritið 2008, 13:127-46
Abstract
Alþekkt er að vinnuumhverfi hins opinbera og einkageirans er ólíkt á allmörgum sviðum. Megintilgangur þessarar rannsóknar var að bera saman upplifun starfsfólks í einkareknum fyrirtækjum og hjá opinberum stofnunum á ýmsum vinnusálfræðilegum þáttum. Úrtakið samanstóð af 3083 starfsmönnum (51% konur) úr 59 íslenskum fyrirtækjum með yfir 70 starfsmenn. Lagður var fyrir rafrænn spurningarlisti þar sem starfsfólk lagði mat á upplifun sem snýr að vinnuveitandanum, upplifun af starfinu, samband starfsmanns við vinnuveitanda, ásamt mati á eigin eiginleikum. Fjölbreytuaðhvarfsgreining og T-próf fyrir óháð úrtök leiddu í ljós að starfsmenn í einkareknum fyrirtækjum eru bjartsýnni, upplifa meiri stuðning og sanngirni á vinnustað, upplifa mannauðsstjórnun á vinnustað sem árangursríkari, greina frá meiri jákvæðum áhrifum frá vinnu til fjölskyldu, eru hliðhollari sínum vinnuveitanda og sýna góða þegnhegðun í ríkari mæli en starfsmenn opinberra fyrirtækja. Athugun á áhrifastærðum (Cohen's d) leiddi í ljós að munur á meðaltölum milli meðaltala hópa var á bilinu 0,06 til 0,60, þ.e. frá því að vera mjög lítill upp í það að vera af rúmri meðalstærð. Mesti munur birtist í upplifun á stuðningi, sanngirni í verklagi og upplýsingastreymi og upplifun á árangri mannauðsstjórnunar. Að lokum leiddi þrepaskipt fjölbreytuaðhvarfsgreining í ljós að bakgrunnsbreyturnar (kyn, aldur, menntun og lengd vinnuviku) höfðu lítið skýringargildi. í greininni er lagt út af þessum niðurstöðum og áhrif þeirra rædd.
The current study contributes to the scarce, but growing literature on the comparison between public and private sector employees, by comparing both groups' perceptions of organizational support, organizational justice, the effectiveness of HRM, job satisfaction, work-family conflict, work-family enrichment, organizational citizenship behavior and organizational commitment. A total of 3083 employees (51% female and 57% public sector) from 59 organizations (32 public sector) responded to an electronic survey. Independent samples t-tests and multiple regression analyses showed that private sector employees perceived organizational support to be stronger and procedures to be more just in their organizations than public sector employees. They also reported more organizational citizenship behavior, less work-family conflict and more work-family enrichment. Finally, private sector employees are more committed toward their organizations, perceive HR effectiveness to be greater and reported more optimism than public sector employees. With regard to practical significance, the effect size (Cohen's d) of the differences between the two groups ranged from being low (organizational commitment, d=0,06), to moderately large (effectiveness of HRM, d=0,60).
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