The role of experience in explaining the relationship between decision-making styles and work outcomes

Kako će osobe donijeti odluku, ovisi o njihovom stilu odlučivanja, odnosno načinima na koji uobičajeno doživljavaju različite situacije, prikupljaju i obrađuju informacije (Harren, 1979). Zaposlenici unutar organizacija svojim odlukama mogu utjecati, osim na vlastitu karijeru, na mnoge radne ishode cjelokupne organizacije. Cilj ovog rada je ispitati povezanosti racionalnog i intuitivnog stila odlučivanja s osobnom reputacijom, kvalitetom donošenja odluka i napredovanjem te provjeriti utjecaj staža na odnos između navedenih varijabli. Provedeno je upitničko online istraživanje na uzorku od 182 sudionika (103 žene i 79 muškaraca) u dobi od 19 do 63 godine. Korištene su ljestvice racionalnog i intuitivnog stila iz skale General Decision Making Styles (Scott i Bruce, 1995), skala Osobne reputacije (Hochwarter, Ferris, Zinko, Arnell i James, 2007), skala Kvalitete donošenja odluka (Wood, 2012) te skala Napredovanja (Thacker i Wayne, 1995). Racionalni stil je statistički značajno pozitivno povezan s kvalitetom donošenja odluka, dok je intuitivni stil negativno povezan s kvalitetom donošenja odluka. Povezanost racionalnog stila i intuitivnog stila s osobnom reputacijom i napredovanjem nije utvrđena. Staž ne moderira odnos između racionalnog stila i kvalitete donošenja odluka te racionalnog stila i napredovanja. Suprotno očekivanjima, staž ne moderira povezanost između intuitivnog stila i radnih ishoda te moderira povezanost između racionalnog stila i osobne reputacije. How individuals make a decision depends on their decision-making style, that is, how they usually experience different situations and collect and process information (Harren, 1979). Employees within the organization can influence their decisions to their own careers and many work outcomes of the entire organization. This paper aims to examine the relationship between rational and intuitive decision-making styles and personal reputation, decision-making quality, and promotability. It is also important to test whether the experience moderates the relationship between these variables. The research was conducted as an online questionnaire survey with a sample of 182 participants (103 women and 79 men) aged 19 to 63 years. The following questionnaires were used: rational and intuitive style from General decision-making styles scale (Scoot and Bruce, 1995), a scale of Personal Reputation (Hochwarter, Ferris, Zinko, Arnell, and James, 2007), a scale of Decision-making quality (Wood, 2012) and a scale of Promotability (Thacker and Wayne, 1995). The rational style was statistically significant positively correlated with decision-making quality and the intuitive style was negatively correlated with decision-making quality. The correlation between rational style and intuitive style with personal reputation and promotability did not prove to be statistically significant. Experience does not moderate the relationship between rational style and decision-making quality, as well as rational style and promotability. Contrary to expectations, experience does not moderate the relationship between decision-making styles and work outcomes and experience moderates the relationship between rational style and personal reputation.