BIG FIVE PERSONALITY THEORY DAN DAMPAKNYA TERHADAP KINERJA DENGAN JOB AUTONOMY SEBAGAI VARIABEL MODERATOR PADA PETUGAS PENYULUH KOPERASI LAPANGAN KEMENTRIAN KOPERASI DAN UKM

Author(s):  
IRFAN MAHDI B2041171011

Penelitian ini bertujuan untuk mengetahui pengaruh Big Fiv Personality yang terdiri dari Opennes to Experiences, Conscientiousness, Extraversion, Agreebleness, dan Neuroticsm terhadap kinerja yang dimoderasi oleh Job Autonomy pada Petugas Penyuluh Koperasi Lapangan Kementerian Koperasi dan UKM Republik Indonesia,  yang terdiri dari 100 sampel yang tersebar di seluruh Indonesia. Teknik pengambilan sampel dalam penelitian ini adalah total sampling dengan cara mengisi kuesioner yan telah melalui uji validitas dan reliabilitas untuk memperoleh data. Data yang diperoleh dianalisis menggunakan regresi berjenjang dengan 3 tahap.Hasil dari regresi menunjukkan bahwa Opennes to Experiences, Conscientiousness, Extraversion, dan Agreebleness memberikan pengaruh terhadap kinerja PPKL Kementerian Koperasi dan UKM Republik Indonesia. Sedangkan, Neuroticsm tidak memberikan pengaruh terhadap kinerja. Selain itu, Job Autonomy hanya dapat memoderasi pengaruh Agreebleness terhadap kinerja. Job Autonomy tidak dapat memoderasi pengaruh Opennes to Experiences, Conscientiousness, Extraversion, dan Neuroticsm terhadap kinerja  Kata Kunci : Big Five Personality Theory, Opennes to Experiences, Conscientiousness, Extraversion, Agreebleness, Neuroticsm, Kinerja, Job AutonomyDAFTAR PUSTAKABernardin dan Russel. 1993. Human Resources Management, New York: Prentice HallBreaugh, James A.. 1985. The Measurement of Work Autonomy. University of       Missouri-Si. LouisChia, Choo Seng, Chong Su Theng, Lee Suet Ling, Tan Thye Siang, dan Wan Bao Yen. 2013. The Person–Situation Debate Revisited: Effect Of Situation Strength And Trait Activation On The Validity Of The Big Five Personality Traits In Predicting Job Performance. Universiti Tunku Abdul Rahman. Faculty Of Business And Finance, Department Of Business.Judge, T. A., & Zapata, C. P. (2015). The person-situation debate revisited: Effect of situation strength and trait activation on the validity of the big five personality traits in predicting job performance. Academy of Management Journal, 58(4), 1149-1170Koesmono, Teman, 2005, “Pengaruh Budaya Organisasi Terhadap Motivasi dan Kepuasan Kerja serta Kinerja Karyaan pada Sub Sektor Industri Pengolahan Kayu Skala Menengah di Jawa Timur”. Jurnal Manajemen dan Kewirausahaan, Vol 7 no 2 hal 171-188. Surabaya : Universitas Katholik Widya Mandala.Mangkunegara, A.A.Anwar Prabu. 2005. Evaluasi Kinerja SDM. Refika Aditama. Bandung.Mount, M.K., Barrick, M.R. and Stewart, G.L. (1998), “Five-factor model of personality and performance in jobs involving interpersonal interactions”, Human Performance, Vol. 11 Nos. 2/3, pp. 145-165.Pervin, L.A., Cervone, D., & John, O.P. (2010). Psikologi Kepribadian Teori dan Penelitian. (Edisi Kesembilan). Jakarta: Kencana.Ramadhanty, Rezki Wulan. 2013. Pengaruh Pengalaman, Otonomi, Profesionalisme, Dan Ambiguitas Peran Terhadap Kinerja Auditor (Studi Empiris Pada Kantor Akuntan Publik Di Daerah Istimewa Yogyakarta). Skripsi, Fakultas Ekonomi. Universitas Yogyakarta.Rashid, Norhidayah Mohd, Nur Farhana Mohd Sah, Norafifa Mohd Ariffin, Wan Soraya Wan Abdul Ghani, dan Nor Sara Nadia Muhamad Yunus .2016. The Influence of Bank’s Frontlines’ Personality Traits on Job Performance. Procedia Economics and Finance 37 ( 2016 ) 65 – 72.Widyahastuti, Rizki. 2016. “Pengaruh Kepribadian (Big Five Personality) Terhadap Multitasking”, Journal Facultay of Psychology, Universitas Muhammadiyah Malang.Wikansari, Rinandita dan Muslim Nasyroh. 2017. Hubungan Antara Kepribadian (Big Five Personality Model) Dengan Kinerja Karyawan Relationship Between Personality (Big Five Model) And Employee Job Performance. https://www.researchgate.net/publication/317183116. Politeknik APP Jakarta, Kementrian Perindustrian.Yuliani, Leny, dan Wima Sartika. 2015. Regresi Multilevel, Journal Institut Pertanian          Bogor

Author(s):  
Neelu Tuteja ◽  
P. K. Sharma

Present study investigates employees fromselectedIT companies in Chandigarh to explore the predictive validity of big five personality traits on their job performance and identify the relationship between personality traits and job performance. The Big Five Personality dimensions, commonly known as five factor model consists of extraversion, agreeableness, conscientiousness, openness to experience and neuroticism. The BFI-Personality Inventory – Revised and self structured Performance Appraisal Questionnaire were used as measuring instruments. A Correlation analysis and Causal Study (Multiple Regression Analysis) was conducted on 404 employees of selected IT companies in Chandigarh to analyzepredictive relationship. Openness to Experience, Agreeableness and Extraversion emerged as significant correlates and predictors of job performance and explained 35.2% of the variance in participants’ management performance.Neuroticism was found to be a negative correlate. On the other hand, Conscientiousness trait had insignificant relation to the model. Theoretical and managerial implications are discussed.


2017 ◽  
Vol 45 (10) ◽  
pp. 1735-1744 ◽  
Author(s):  
Yun Guo ◽  
Yanhong Zhang ◽  
Jianqiao Liao ◽  
Xinwei Guo ◽  
Jintao Liu ◽  
...  

We used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship. Participants were 357 supervisor–subordinate dyads in China; subordinates responded to negative feedback and Big Five personality traits measures, and direct supervisors rated their employees' job performance. Results showed that negative feedback was negatively related to employee job performance, and that the Big Five personality traits moderated this relationship. Specifically, the strength of the negative relationship between negative feedback and job performance was reduced as extraversion, openness to experience, agreeableness, emotional stability, and conscientiousness increased. Implications for management and theory are discussed.


2016 ◽  
Vol 16 (2) ◽  
pp. 63-76 ◽  
Author(s):  
Andrea Ceschi ◽  
Arianna Costantini ◽  
Andrea Scalco ◽  
Morteza Charkhabi ◽  
Riccardo Sartori

2018 ◽  
Author(s):  
Katherine Collison ◽  
Colin Vize ◽  
Josh Miller ◽  
Donald Lynam

Machiavellianism is characterized by planfulness, the ability to delay gratification, and interpersonal antagonism (i.e., manipulativeness and callousness). Although its theoretically positive relations with facets of conscientiousness should help distinguish Machiavellianism from psychopathy, current measurements of Machiavellianism are indistinguishable from those of psychopathy due mostly to their assessment of low conscientiousness. The goal of the present study was to create a measure of Machiavellianism that is more in line with theory using an expert-derived profile based on the thirty facets of the Five Factor Model (FFM) and then test the validity of that measure by comparing it to relevant constructs. Previously collected expert ratings of the prototypical Machiavellian individual on FFM facets yielded a profile of 13 facets including low agreeableness and high conscientiousness. Items were written to represent each facet, resulting in a 201-item Five Factor Machiavellianism Inventory (FFMI). Across two studies, with a total of 710 participants recruited via MTurk, the FFMI was reduced to its final 52-item form and was shown to relate as expected to measures of Big Five personality traits, current Machiavellianism measures, psychopathy, narcissism, ambition, and impulsivity. The FFMI is a promising alternative Machiavellianism measure.


Author(s):  
Urszula Barańczuk

Abstract. The aim of the study was to evaluate the relation between the Big Five personality traits and generalized self-efficacy. Data for the meta-analysis were collected from 53 studies, which included 60 independent samples, 188 effect sizes, and 28,704 participants. Lower neuroticism and higher extraversion, openness to experience, agreeableness, and conscientiousness were associated with greater generalized self-efficacy. Personality traits and generalized self-efficacy measurements, as well as age, moderated the relationship between the Big Five personality traits and generalized self-efficacy. The study extends current knowledge on the associations between personality traits and generalized self-efficacy.


2019 ◽  
Vol 36 (6) ◽  
pp. 846-857 ◽  
Author(s):  
Kalpak K. Kulkarni ◽  
Arti D. Kalro ◽  
Dinesh Sharma

Purpose This study aims to investigate the influence of Big Five Personality traits (i.e. openness to experience, conscientiousness, extraversion, agreeableness and neuroticism) on young consumers’ intentions to share branded viral video advertisements. Further, this study also demonstrates that the advertising appeal (informational versus emotional) used in the viral advertisement moderates the effects of specific personality traits on the sharing of viral ads. Design/methodology/approach A conceptual framework is proposed based on the Five-Factor Model of Personality (McCrae and John, 1992) and advertising effectiveness literature. Using experiments, responses from young consumers were collected and hypotheses were tested using hierarchical regression and ANOVA. Findings Results reveal that the two personality traits, extraversion and openness to experiences, are positively associated with consumers’ viral ad sharing intentions, whereas conscientiousness, agreeableness and neuroticism are not. Moreover, individuals scoring high on openness and extraversion prefer sharing branded viral ads containing informational appeal vis-ã-vis those containing emotional appeals. Originality/value Studies decoding the factors behind the success of viral advertisements have more often focussed on the ad content rather than on personality dimensions of the ad sharers. This study bridges this gap by investigating the influence of Big Five Personality traits on young consumers’ intention to forward viral ads, in interaction with ad appeal. Young consumers represent key audience segments consuming and sharing viral content online, and hence, it is important to have a deeper understanding of this market segment.


2002 ◽  
Vol 136 (5) ◽  
pp. 561-572 ◽  
Author(s):  
Russel L. Thompson ◽  
Daniel F. Brossart ◽  
Alfred F. Carlozzi ◽  
Marie L. Miville

2020 ◽  
Vol 8 (5) ◽  
pp. 3104-3109

Personality of a manager is a very crucial factor to get success in his career and leading the high level of job performance in all departments of every organization. Appropriate personality of a manager always helps him to achieve the goal of the organisation. The prime objective of the research is to determine impact of five traits of personality on managers' performance at the workplace particularly in FMCG Sector. A questionnaire is made, comprising three stages where questions in first stage are based on respondent’s personal details, questions in stage second are framed for items of big five personality traits, which helps the managers to perform their jobs within a stipulated time period, part three for Job Performance. 400 managers of FMCG Sector are considered to collect the responses. Out of 400 managers, questionnaire was properly filled by 350 managers. Collection of data was done through interviews, questionnaire and www-link. Analysis of data was done through descriptive statistics i.e. measurement of percentage, mean and standard deviation, Correlation, regression technique and reliability analysis. This research study has made an attempt to study the big five personality traits and their impact on manager’s job performance. The result of the research shows that the manager’s personality traits affect their job performance in the organization.


2020 ◽  
pp. 089484532090179
Author(s):  
Yifan Jiang ◽  
Qiong Wang ◽  
Qingxiong (Derek) Weng

Drawing on trait activation theory, the present study answered the question about who achieves better career development in innovative organizations in the Chinese context. We examined the relationships of Big Five personality traits on organizational career growth while considering the cross-level moderating effects of innovation climate and innovation climate strength. More specifically, we argued that conscientiousness and openness to experience would be more strongly related to organizational career growth at the higher level of innovation climate, and the linkages between all Big Five personality traits and career growth are stronger when innovation climate strength is weaker. Data from 2,415 employees randomly selected from 280 institutions in China support most of the hypotheses. We discussed the theoretical and practical implications as well as the limitations and suggestions for future studies.


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