The affect of person jop-fit, proaktive personality and proaktive work on academic staff performance: The case of Bartın University

The knowledge, experience, and skills of employees of organizations are expected to be compatible with the job they do. In addition to this, organizations might ask their employees to actively participate in the works and use discretion if necessary for the sake of sustainable competition. For this reason, nowadays the subjects of person-job fit, proactive personality and proactive working are emphasized by several managers. It is thought that the harmony between the employees and the job they perform will affect their performance. Besides, employees' exhibiting proactive personality and proactive working behavior can also affect their performance. The purpose of this thesis is to determine whether the academic staff's performance levels are associated with person-job fit, proactive personality and proactive working. In the study, firstly, information was presented in the light of the previous studies conducted on the subjects of person-job fit, proactive personality and proactive working. The issues related to these concepts are explained through this information. The matters of performance and academic performance are also examined, and their association with the person-job fit, proactive personality and proactive working subjects are manifested. Then, associations between the variables have been examined in the empirical analyses part of the study. For this, a survey on the academic personnel working at Bartın University in 2017 was conducted. The survey method was used to collect data. At the data preparation phase, all of 455 academic staff have been reached, in other words, data was collected from the entire population with the full enumeration method. SPSS 24 data analysis software was used for data analysis. As a result of the analyses run, it was found that there is a significant association between the academic titles and tenure years of the academicians and 2015 and 2016 academic incentive scores that we used as performance criteria in our study. It was also revealed that there is a positive association between the academicians' views on person-job fit and academic incentive scores for 2016. Finally, it was found that the opinions of the academic staff on person-job fit, proactive personality and proactive working do not significantly vary across their demographic characteristics.