Pengaruh Kepribadian Big Five Personality Kepada Penyimpangan Perilaku Di Tempat Kerja
DOI:
https://doi.org/10.25299/kiat.2017.vol28(1).2901Keywords:
penyimpangan, perilaku pekerja, big five personality, pnsAbstract
Tujuan dari penelitian ini adalah untuk menyelidiki secara empiris pengaruh ciri-ciri kepribadian dari big five personality kepada penyimpangan perilaku di tempat kerja dikalangan pegawai negeri yang ada di Kota Pekanbaru, Indonesia. Sebuah survei dengan menggunakan cross-sectional data dilakukan kepada 263 PNS dari berbagai kantor dan instansi di Pekanbaru dengan menggunakan kuesioner. Data dianalisis dengan menggunakan Smart PLS 3 digunakan untuk pengolahan data. Temuan menegaskan pentingnya mengambil ciri-ciri kepribadian menjadi pertimbangan selama proses perekrutan pegawai untuk meminimalkan penyimpangan perilaku di tempat kerja. Penelitian ini memberikan kontribusi pada peran penting dari ciri-ciri kepribadian pekerja dalam meminimalkan penyimpangan perilaku di tempat kerja.
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References
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Aluja, A., Garcia, O., Rossier, J. &. Garcia, L. F. (2005). Comparison of the NEO-FFI, the NEO-FFI-R and alternative short version of the NEO-PI-R (NEO-60) in Swiss and Spanish samples. Personality and IndividualDifferences, 38, 591-604
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349.
Baumgartl, V. O., Nascimento, E., Patrick, C., Arvey R.,& Krueger, R. (2009). Integridade e externalização: Estudo exploratório em uma amostra de estudantes de psicologia. Psico-USF, 14(3), 299-308.
Bolton, L. R., Becker, L. K., & Barber, L. K. (2010). Big Five trait predictors of differential counterproductive work behavior dimensions. Personality and Individual Differences, 49(5), 537-541
Chin, W. W. (1998), "The partial least squares approach to structural equation modeling", in
Marcoulides, G. A. (Ed.) Modern Methods for Business Research, Laurence Erlbaum
Associates, Mahwah, New Jersey, pp. 295-336
Churchill Jr, G. A. (1979). A paradigm for developing better measures of marketing constructs. Journal of Marketing Research, 64-73
Cohen, J. (1988), Statistical power analysis for the behavioral sciences, Lawrence Erlbaum
Associates, Hillsdale, N
Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R. (2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology, 89(4), 599.
Costa, P. T., & McCrae, R. (1992). Revised NEO Personality Inventory (NEO-PI-R) and NEO Five-Factor
Inventory (NEO-EEI) professional manual. Odessa, FL: Psychological Assessment Resources
Eysenck, H. J. (1967). Dimensions of Personality. London, UK: Routledge & Kegan Pau
Farhadi, H., Fatimah, O., Nasir, R., & Shahrazad, W. S. (2012). Agreeableness and conscientiousness as antecedents of deviant behavior in workplace. Asian Social Science, 8(9), 2.
Feldman, R.S. (2003). Essentials of Understanding Psychology. New York: McGraw Hill.
Ferreira, M. F., & Nascimento, E. D. (2016). Relationship between Personality Traits and Counterproductive Work Behaviors. Psico-USF, 21(3), 677-685.
Giacalone, R.A., Riordan, C.A. & Rosenfeld, P. (1997). In R. Giacalone & J. Greenberg (Eds.), Antisocial behavior in organizations (pp. 109-129). Thousand Oaks, CA:Sage
Hair, J. F., Anderson, R. E., Babin, B. J., & Black, W. C. (2010). Multivariate data analysis: A global perspective (Vol. 7). Upper Saddle River, NJ: Pearson
Hair, J. F., Sarstedt, M., Ringle, C. M., & Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(3), 414-433
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2013). Editorial-partial least squares structural equation modeling: Rigorous applications, better results and higher acceptance
Henseler, J., Ringle, C. M., & Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. In New challenges to international marketing (pp. 277-319). Emerald Group Publishing Limited
Henseler, J., & Fassott, G. (2010). Testing moderating effects in PLS path models: An illustration of available procedures. In Handbook of partial least squares (pp. 713-735). Springer Berlin Heidelberg.
Jensen, J. M., Patel, P. C., & Raver, J. L. (2014). Is it better to be average? High and low performance as predictors of employee victimization. Journal of Applied Psychology,99(2). http://dx.doi.org/10.1037/a0034822 24219126.
John, O. P., & Srivastava, S. (1999). The Big Five trait taxonomy: History, measurement, and theoretical perspectives. Handbook of personality: Theory and research, 2(1999), 102-138.
Johnson, P.R., Indvik, J. (2001), Rudeness at work: Impulse over restraint. Public Personnel Management, 30, 457-465.
Kozako, I. N. A. M. F., Safin, S. Z., & Rahim, A. R. A. (2013). The relationship of big five personality traits on counterproductive work behaviour among hotel employees: An exploratory study. Procedia Economics and Finance, 7, 181-187.
Lima, L. C., Teha, C. J., & Chan-Yin-Fah, B. (2016). A Preliminary Study of the Effects of Personality Traits on Workplace Deviance in the Voluntary Sector. International Review of Management and Marketing, 6(7S).
McCrae, R. R., Costa, P. T., Martin, T. A., Oryol, V. E., Rukavishnikov, A. A., Senin, I. G., ... & Urbánek, T. (2004). Consensual validation of personality traits across cultures. Journal of Research in Personality, 38(2), 179-201.
Murphy, K.R. (1993), Honesty in the Workplace, Belmont, CA: Brooks Cole
Nielsen, M. B., Glasø, L., & Einarsen, S. (2017). Exposure to workplace harassment and the Five Factor Model of personality: A meta-analysis. Personality and Individual Differences, 104, 195-206.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572.
Rothmann, S., & Coetzer, E. P. (2003). The Big Five Personality Dimensions and Job Performance.Journal of Industrial Psychology, 29(1), 68-74.
Salgado, J. F. (2002). The Big five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10(1‐2), 117-125.
Sandberg, J. (2003), Workplace Klepto Culture Squaders Key Resources. The Wall Street Journal Online.
Santos, A., Eger, A. (2014), Gender differences and predictors ofworkplace deviance behaviour: The role of job stress, job satisfactionand personality on interpersonal and organisational deviance. International Journal of Management Practice, 7(1), 19-38
Spector, P. E., Bauer, J. A., & Fox, S. (2010). Measurement artifacts in the assessment of Counterproductive Work Behavior and Organizational Citizenship Behavior: Do we know what we think we know? Journal of Applied Psychology, 95(4), 781-90. doi: 10.1037/a0019477.
Stone, M. (1974). Cross-validatory choice and assessment of statistical predictions. Journal of the Royal Statistical Society, 36, 111–147.
Vardi, Y. and Weiner, Y. (1992). `Organizational misbehavior (OMB): A calculative-normative model'.Paper presented at the annual meeting of the Academy of Management, Las Vegas.
Weldali, L. M. S. A., & Lubis, Z. (2016). Personality traits and counterproductive work behavior: Moderator effect of perceived organizational support. Imperial Journal of Interdisciplinary Research, 2(5).
Woo, S. E., Chernyshenko, O. S., Stark, S. E., & Conz, G. (2014). Validity of six openness facets in predicting work behaviors: A meta-analysis. Journal of Personality Assessment, 96(1), 76-86.
