The moderating role of perception of organizational support in the relationship between personality traits and careerism tendency

As the employment relations, which used to be long-term, are now shorter-term, the meaning that the organization assigns to its employees and the employee's to the organization has changed. One of the most important factors affected by this change is the concept of career. Employees who cannot meet the interests of the organization with their individual interests, or who think that such a thing will never be possible, can use the opportunities offered by the organization in order to reach their individual career goals at the expense of compromising ethical values. At this point, the concept of careerism emerges. Understanding the concept of careerism, which includes important ethical violations, and presenting it with its antecedents and consequences is of great importance in preventing the possible destructive consequences that this trend will bring. Based on this importance, this study was designed in order to define the concept of careerism in terms of its antecedents and results. First of all, the relationship between personality traits, one of the most important predictors of a behavior and careerism tendency was questioned, and then the moderating role of the perception of organizational support as an environmental factor on this relationship was examined. In order to determine individual antecedents, the relationship between five factor personality traits, dark personality traits and self-efficacy perception with careerism tendency was tested. As an organizational antecedent, the moderating effect of the perception of organizational support was tested. The study was carried out using quantitative analysis methods. The data needed in this study were obtained by the survey technique. Careerism Scale, General Self-Efficacy Scale, Perception of Organizational Support Scale, Dark Personality Traits Scale and Five Factor Personality Traits Scale are the scales used to test the variables in the research. All scales used consist of scales whose validity and reliability have been repeatedly tested in previous studies. The sample of the study consists of a group of 1090 people in different provinces of Turkey who are in working life. SPPS 24. program was used to test the hypotheses of the research. Correlation analyzes were used to test the relationships and Hayes Process macro was used to test the moderation effect. Accordingly, a positive relationship was found between openness to innovation dimension of five-factor personality traits, all dimensions of dark personality traits, self-efficacy perception and careerism tendency. On the other hand, a negative relationship was found between the compatibility dimension of five-factor personality traits and careerism tendency. No relationship was found between the other dimensions of the five factor personality traits such as extraversion, neuroticism, responsibility and careerism tendency. On the other hand, perception of organizational support had a moderating effect only on the relationship between dark personality traits and careerism. There was no moderator effect of the perception of organizational support on the relationship between careerism and five-factor personality traits and also self-efficacy perceptions.