Relacije između karakteristika ličnosti i stavova prema organizacionim promenama
The Relationship between Personality Characteristics and the Attitudes towards Organizational Change

Summary/Abstract: The aim of this research was to examine whether there is a relationship between personality characteristics and the attitudes towards organizational change, as well as to check whether, and if so, which personality characteristics are significant predictors of the attitudes towards organizational change. The survey was conducted from November 2013 to January 2014 on the sample of 300 employees in Serbia. The instrument used to investigate the attitudes towards organizational change was a four-level scale constructed by Vujić and Suvajdžić. The structure of the scale consists of four factors: flexibility of work engagement forms, necessity of the working conditions stability, resistance to systemic changes and initiation of changes. Personality characteristics were investigated through the Great Five Plus Two model, constructed by Smederevac, Mitrović and Čolović. This topic was expanded by adding generalized self-efficacy, by Schwarzer and Jerusalem, as well as Spector’s Locus of Control Scale. The results of the research point to a significant correlation between personality characteristics and the attitudes towards organizational change. According to these results, both conservative and rigid persons who do not have a positive self-image and perceive themselves as not having a sufficient capacity to overcome the difficulties they might encounter will strive towards the preservation of the existing situation in the organization. Their tendency to experience everything that is new as potentially threatening contributes to the aspiration not to change anything in the working environment. The most important predictors of attitudes towards organizational change include the following: openness to experience, positive valence, self-efficacy, external locus of control, extroversion and neuroticism. Personality characteristics are good predictors of initiation of changes, while flexibility of work engagement forms, necessity of the working conditions stability and resistance to systemic changes, in addition to personality traits, were influenced by other variables that were not included in this study

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