EXPLORANDO A RELAÇÃO ENTRE PERSONALIDADE E SUCESSO SUBJETIVO NA CARREIRA

UM ESTUDO DOS CINCO GRANDES TRAÇOS ENTRE ESPECIALISTAS UCRANIANOS EM TI

Autores

  • Chayka Rostyslav Graduate student (PhD) of the Department of Political Psychology and International Relations, Faculty of Psychology, Ukrainian State Drahomanov University, Kyiv, Ukraine. https://orcid.org/0000-0003-1979-0738
  • Zelenin Vsevolod PhD, Docent, Professor of the Department of Political Psychology and International Relations, Ukrainian State Drahomanov University, Kyiv, Ukraine. https://orcid.org/0000-0003-1267-9308

Palavras-chave:

personalidade, Big Five, sucesso profissional subjetivo, especialistas em tecnologia da informação

Resumo

Este estudo investiga as dinâmicas influentes entre os traços de personalidade do Big Five e o sucesso subjetivo na carreira na indústria de TI da Ucrânia, oferecendo uma nova perspectiva na pesquisa de desenvolvimento de carreira. Tradicionalmente, a pesquisa de sucesso na carreira concentrava-se em atributos de capital humano e fatores demográficos, enquanto fatores disposicionais, como a personalidade, permaneciam pouco explorados. Esta pesquisa preenche essa lacuna, especialmente relevante em ambientes organizacionais modernos e não lineares. O estudo envolve profissionais de TI na Ucrânia, utilizando pesquisas para avaliar a relação entre seus traços de personalidade, com base no Big Five Inventory-2, e seu sucesso subjetivo na carreira, medido através do Subjective Career Success Inventory. A análise inclui 150 respostas completas de várias demografias dentro do setor de TI, garantindo um exame abrangente dos fatores disposicionais que influenciam o sucesso na carreira. Os resultados revelam correlações significativas entre traços de personalidade e percepções de sucesso na carreira. A extroversão demonstra uma relação positiva substancial com o sucesso na carreira, alinhando-se à hipótese de que sociabilidade, assertividade e entusiasmo são vantajosos em ambientes profissionais. A agradabilidade também mostra uma correlação positiva, sugerindo que traços cooperativos e empáticos aprimoram as experiências e percepções de sucesso na carreira. A conscienciosidade está positivamente correlacionada com o sucesso na carreira, enfatizando a importância de organização, diligência e confiabilidade na realização de metas profissionais. Contrariando as expectativas, a neuroticismo exibe uma correlação positiva com o sucesso na carreira, indicando dinâmicas complexas que podem envolver fatores como maior motivação impulsionada pela carreira entre indivíduos neuroticos. A abertura, com uma correlação positiva modesta, sugere que criatividade e abertura a novas experiências têm valor na indústria de TI, embora não sejam impulsionadores primários do sucesso na carreira. As descobertas do estudo sobre as relações entre os traços de personalidade e várias facetas do sucesso na carreira oferecem insights mais profundos. A extroversão se correlaciona positivamente com aspectos como reconhecimento, qualidade do trabalho e satisfação na carreira. A agradabilidade influencia positivamente a percepção de trabalho significativo e autenticidade. A conscienciosidade se correlaciona fortemente com reconhecimento e qualidade do trabalho, enquanto o neuroticismo mostra uma relação mista, impactando negativamente a autenticidade e o equilíbrio entre trabalho e vida. A abertura, embora mostrando um efeito menor, contribui positivamente para oportunidades de crescimento na carreira e satisfação geral. Em resumo, o estudo ilumina o papel crucial dos traços de personalidade na formação do sucesso na carreira, especialmente no setor dinâmico de TI. Destaca a importância do engajamento social, assertividade, cooperação, organização e criatividade no desenvolvimento profissional. O impacto negativo dos traços neuróticos destaca a necessidade de ambientes de trabalho de apoio e estratégias de gerenciamento de estresse. Esses insights são inestimáveis tanto para indivíduos quanto para organizações na compreensão e promoção do sucesso na carreira no ambiente de trabalho moderno.

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Publicado

2024-02-21

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v. 16 n. 41 (2024): Ahead of print

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Copyright (c) 2024 Chayka Rostyslav, Zelenin Vsevolod

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