Tret personaliti terhadap prestasi kerja dalam kalangan pegawai sukan di Universiti Kebangsaan Malaysia
DOI:
https://doi.org/10.37134/jsspj.vol8.1.2.2019Keywords:
tret personaliti, prestasi kerja, pegawai sukanAbstract
Kajian ini bertujuan untuk mengkaji tiga tujuan utama iaitu: (1) mengenal pasti tahap tret personaliti di kalangan pegawai sukan di UKM; (2) untuk mengenal pasti tahap prestasi kerja di kalangan pegawai sukan di UKM; (3) untuk mengkaji hubungan antara tret personaliti dan prestasi kerja di kalangan pegawai sukan di UKM. 44 item Questionnaire Inventori Besar Lima (BFI) diadaptasi daripada John dan Srivastava (1999) yang mempunyai lima dimensi, iaitu Ekstraversi, Kesedaran, Keterbukaan fikiran, Kesetujuan dan Neurotisme. Prestasi kerja diukur dengan menggunakan markah daripada Sistem Penilaian Prestasi (SPPP). Soal selidik ini melibatkan responden daripada kalangan pegawai sukan (N = 36) di UKM. Hasilnya menunjukkan bahawa min tertinggi bagi tret personaliti adalah Keterbukaan fikiran dengan nilai min (M = 3.70) dan tahap prestasi kerja adalah sangat tinggi (M = 92.98). Di samping itu, hasil analisis korelasi menunjukkan terdapat hubungan yang signifikan antara tret personaliti dan prestasi kerja di kalangan pegawai sukan di UKM (sig = 0.010, p < 0.05). Kesimpulannya, tret personaliti iaitu keterbukaan fikiran dalam kalangan pegawai sukan amat penting dalam membentuk pekerja agar lebih meningkatkan prestasi dari semasa ke semasa.
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Askarian, N., & Eslami, H. (2013). The relationship between personality traits and job performance (case study: Employees of the ministry of education of Kerman). Interdisciplinary Journal of Contemporary Research in Business, 5(8), 322-335.
Barrick, M. R. (2005). Yes, personality matters: Moving on to more important matters. Human performance, 18(4), 359-372.
Chua, B. S. (2011). Hubungan Di Antara Personaliti, Motivasi Dan Prestasi Kerja Dalam Kalangan Belia Sabah (Doctoral dissertation, Universiti Malaysia Sabah, Malaysia).
Colquitt, J., Lepine, J. A., Wesson, M. J., & Gellatly, I. R. (2011). Organizational behavior: Improving performance and commitment in the workplace (Vol. 375). New York, NY: McGraw-Hill Irwin.
Cook, V. D. (2005). An Investigation of The Construct Validity of The Big Five Construct of Emotional Stability in Relation to Job Performance, Job Satisfaction, and Career Satisfaction. (Doctoral Dissertations, University of Tennessee, Knoxville, US).
Dehghanan, H., & Rezaei, M. (2014). A study on effect of big five personality traits on emotional intelligence. Management Science Letters, 4(6), 1279-1284.
Detrick, P., & Chibnall, J. T. (2006). NEO PI-R personality characteristics of high-performing entry-level police officers. Psychological Services, 3(4), 274.
Dudley, N. M., Orvis, K. A., Lebiecki, J. E., & Cortina, J. M. (2006). A meta-analytic investigation of conscientiousness in the prediction of job performance: Examining the intercorrelations and the incremental validity of narrow traits. Journal of Applied Psychology, 91(1), 40.
Ismail, M. (2013). Kesan tret personaliti terhadap prestasi kerja dikalangan warga kerja Kementerian Tenaga, Teknologi Hijau dan Air (KeTTHA-FASS Final Project (Psychology).
Jayan, C. (2006). Emotional competence, personality and job attitudes as predictors of job performance. Journal of the Indian Academy of Applied Psychology, 32(2), 135-144.
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.
Löckenhoff, C. E., Duberstein, P. R., Friedman, B., & Costa Jr, P. T. (2011). Five-factor personality traits and subjective health among caregivers: The role of caregiver strain and self-efficacy. Psychology and Aging, 26(3), 592.
Malaysia. Siri Kertas Penyelidikan Psikologi dan Kesihatan Sosial Bil 2.
Mondak, J. J., & Halperin, K. D. (2008). A framework for the study of personality and political behaviour. British Journal of Political Science, 38(2), 335-362.
Mullins, L. J. (2007). Management and organisational behaviour. Pearson education.
New Straits Times (2016). Making the workplace 'human'. Retrieved November 1, 2016, from http://www.nst.com.my/news/2016/04/139032/making-workplace-human
Nikolaou, I., & Robertson IV, I. T. (2001). The five-factor model of personality and work behaviour in Greece. European Journal of Work and Organizational Psychology, 10(2), 161-186.
Othman, F. B. (2009). A Study on personality that influences teaching effectiveness. Unpublished doctoral dissertation. University of Science, Malaysia.
Park, J. E., & Deitz, G. D. (2006). The effect of working relationship quality on salesperson performance and job satisfaction: Adaptive selling behavior in Korean automobile sales representatives. Journal of Business Research, 59(2), 204-213.
Rothmann, S., & Coetzer, E. P. (2003). The big five personality dimensions and job performance. SA Journal of Industrial Psychology, 29(1), 68-74.
Ryckman, R. M. (2004). Theories of personality 8th edition. Belmont, CA, US: Wadsworth/Thomson Learning.
Seddigh, A., Berntson, E., Platts, L. G., & Westerlund, H. (2016). Does personality have a different impact on self-rated distraction, job satisfaction, and job performance in different office types?. PloS one, 11(5), e0155295.
Seng, C. C., Theng, C. S., Ling, L. S., Siang, T. T., & Yean, W. B. (2013). The Effect Of Big Five Personality On Job Performance: Job Autonomy As The Moderator. UNITAR Theses.
Tett, R. P., & Burnett, D. D. (2003). A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88(3), 500.
Viswesvaran, C., & Ones, D. S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8(4), 216-226.
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Published
2019-05-30
How to Cite
Nik Anuay, N. N. S., & Muhamad, T. A. (2019). Tret personaliti terhadap prestasi kerja dalam kalangan pegawai sukan di Universiti Kebangsaan Malaysia. Jurnal Sains Sukan & Pendidikan Jasmani, 8(1), 13–21. https://doi.org/10.37134/jsspj.vol8.1.2.2019
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