| Abstract [eng] |
These days, the pursuit and implementation of goals is becoming increasingly important for everyone in the labor market. The successful implementation of the set goals is often based on the need for clarity and specificity in setting goals. The evaluation of the achieved results, the satisfaction of the efforts made is often determined by the personal traits available, one of which is perfectionism. It is understood that the well-being of employees at work depends not only on their personal qualities or available traits, but also on their well-being during work tasks. In order to bring together and maintain a cohesive and smooth-running team, employees' attitudes towards professional activities, job satisfaction together with individual factors determining satisfaction also become an important object of analysis. The object of the work is employee perfectionism and job satisfaction. The aim of the work is to analyze the interrelationships between perfectionism and employee job satisfaction. " The aim ofthe work is realized by setting the following tasks: to analyze the scientific literature in order to reveal the content of perfectionism and the concept and factors of satisfaction; to investigate the manifestations of employee perfectionism in AB Šiaulių bankas; to assess the factors of employee job satisfaction; to identify the links between employee perfectionism and job satisfaction. The methodology of the work, which helped to implement the set tasks, consists of the analysis of the scientific literature, the method of quantitative research (questionnaires) and the use of combined statistical analysis tools. Extensive scientific literature suggests that perfectionism is a multidimensional phenomenon that can be understood as: a personality trait; setting high standards; the pursuit of perfection and a lifestyle or way of life. The authors analyze perfectionism from different perspectives in their work, some distinguishing the dimensions of adaptive and non-adaptive perfectionism, others typologizing the phenomenon of perfectionism by dividing it into self-centered, other and socially attributed types of perfectionism. Analysis of the concept of job satisfaction reveals that this phenomenon is usually defined as: employee feelings; reaction / emotional state, totality of emotions; employee attitude; emotional response / cognitive satisfaction. From a scientific point of view, job satisfaction is analyzed by examining the internal and external factors of job satisfaction. In this work, outsiders include: leadership; relationships with colleagues; wage; organizational culture, politics; working conditions and career opportunities. Internal factors of job satisfaction were analyzed: recognition; opportunities for improvement; achievements in work activities; responsibility; age; gender and education. The results of the survey conducted by AB Šiaulių bankas reveal that after performing the factor analysis and interpreting the answers of the respondents, a more favorable assessment of the external factors of job satisfaction is observed, while analyzing the internal factors, a more even distribution of answers is observed. A review of trends in the expression of perfectionism revealed a favorable attitude of employees towards organization and personal standards. Correlation analysis (based on factors singled out by factor analysis) revealed a statistical relationship only between the internal components of job satisfaction and the subscales of the perfectionism questionnaire. In order to analyze the results of the study in more detail, separate statements of the scales were examined, where it is observed that the sub-scale organization of perfectionism differed in the evaluation of statistical relationships. Most of the correlations were found between the components of this category and the coding statements for external and internal. |
