ორგანიზაციული ქედმაღლობის მიმართება სამუშაოსთან ასოცირებულ ცვლადებთან

The tense and stressfull organizational context has a multi-faceted influence on the
members of the organization. The focus of our research is an organizational arrogance effects, in
particular, research is oriented to analyse interrelations between organizational arrogance, work
control, overall job satisfaction, work-family conflict and the big five personality traits.
The basic construct of our interest is an organizational arrogance. In scientific literature,
arrogance is defined as the group/family of behaviors, that reflect the sense of superiority of person
and is often expressed in the humiliation and deterioration of others (Silverman et al., 2006). As a
result of factor analysis the factorial structure of organizational arrogance consisted of four
dimensions: (1) pressure/bylling, (2) collaboraton/empathy, (3) lack of openness, (4) Haughtiness.
Research results suggest, that arrogance is correlated with neuroticism, agreeableness and
consciousness and results are statistically significant. Neuroticism is positively related with
arrogance, the increase in neuroticism is associated with an increase of arrogance. The relation
between the agreeableness, consciousness and an arrogance, is negative in its nature. This means
that one variable, in our case, arrogance increases as the other (agreeableness, consciouseness)
decreases, and vice versa. We analysed organisational arrogance in the context of work results (job
satisfaction, work-family conflict) and work control. According to the research results,
organizational arrogance increases the level of work-family conflict, which in turn, decreases the
level of employee job satisfaction (mediational analysis). With the increase of job control, the level
of organizational arrogance reduces, which in turn is positively reflected to the level of job
satisfaction (mediational analysis).
In the research summary section, you will find the personal profile of the arrogant
employee within the scope of the big five personality traits and the dimensions of job satisfaction.