Artikel Ilmiah : C1K011028 a.n. AURORA WINDY IMANISSA
| NIM | C1K011028 |
|---|---|
| Namamhs | AURORA WINDY IMANISSA |
| Judul Artikel | The Big Five Personality as The Antecedent of Organizational Commitment: The Moderating Role of Perceived Organizational Support (Study at PT. Telekomunikasi Indonesia, Tbk. Witel Jateng Barat Selatan–Purwokerto) |
| Abstrak (Bhs. Indonesia) | This research is entitled “The Big Five Personality as The Antecedent of Organizational Commitment: The Moderating Role of Perceived Organizational Support (Study at PT. Telekomunikasi Indonesia, Tbk. Witel Jateng Barat Selatan–Purwokerto). The aims of this research were to investigate the relationship between each dimension of the big five personality and each component of organizational commitment, also to investigate the moderating role of perceived organizational support in those relationship. This research data were obtained from PT. Telekomunikasi Indonesia, Tbk. Witel Jateng Barat Selatan–Purwokerto by distributing the questionnaires to 69 employees using simple random sampling. The data analysis techniques used in this research were multiple regression analysis and moderated regression analysis. The results show that 1) openness to experience, conscientiousness, and agreeableness are positively and significantly related to affective commitment, 2) conscientiousness, extraversion, and neuroticism are positively and significantly related to continuance commitment, 3) extraversion, agreeableness and neuroticism are positively and significantly related to normative commitment, and 4) perceived organizational support moderates significantly the relationship between the big five personality and organizational commitment. To increase the organizational commitment, management of PT. Telekomunikasi Indonesia, Tbk. Witel Jateng Barat Selatan–Purwokerto needs to 1) select the qualified job applicants by using the big five personality test to measure and fit the personality dimensions in appropiately with the job positions and organization, 2) develop the employees’ personality by counseling or mentoring–approach in advising, guiding, and nurturing–to courage the growth of positive individual behavior in the workplace, and 3) consider the improvement of employees’ perceived organizational support by values their contribution to the organization, appreciate their extra effort, listen their complaint, care about their well-being, notice their best job, care about their general satisfaction at work, show a big concern for them, and take pride in their accomplishments at work. |
| Abtrak (Bhs. Inggris) | This research is entitled “The Big Five Personality as The Antecedent of Organizational Commitment: The Moderating Role of Perceived Organizational Support (Study at PT. Telekomunikasi Indonesia, Tbk. Witel Jateng Barat Selatan–Purwokerto). The aims of this research were to investigate the relationship between each dimension of the big five personality and each component of organizational commitment, also to investigate the moderating role of perceived organizational support in those relationship. This research data were obtained from PT. Telekomunikasi Indonesia, Tbk. Witel Jateng Barat Selatan–Purwokerto by distributing the questionnaires to 69 employees using simple random sampling. The data analysis techniques used in this research were multiple regression analysis and moderated regression analysis. The results show that 1) openness to experience, conscientiousness, and agreeableness are positively and significantly related to affective commitment, 2) conscientiousness, extraversion, and neuroticism are positively and significantly related to continuance commitment, 3) extraversion, agreeableness and neuroticism are positively and significantly related to normative commitment, and 4) perceived organizational support moderates significantly the relationship between the big five personality and organizational commitment. To increase the organizational commitment, management of PT. Telekomunikasi Indonesia, Tbk. Witel Jateng Barat Selatan–Purwokerto needs to 1) select the qualified job applicants by using the big five personality test to measure and fit the personality dimensions in appropiately with the job positions and organization, 2) develop the employees’ personality by counseling or mentoring–approach in advising, guiding, and nurturing–to courage the growth of positive individual behavior in the workplace, and 3) consider the improvement of employees’ perceived organizational support by values their contribution to the organization, appreciate their extra effort, listen their complaint, care about their well-being, notice their best job, care about their general satisfaction at work, show a big concern for them, and take pride in their accomplishments at work. |
| Kata kunci | The Big Five Personality, Organizational Commitment, Perceived Organizational Support |
| Pembimbing 1 | Drs. Achmad Sudjadi, M.Sc., Ph.D. |
| Pembimbing 2 | Dr. Ratno Purnomo, S.E., M.Si. |
| Pembimbing 3 | |
| Tahun | 2016 |
| Jumlah Halaman | 23 |
| Tgl. Entri | 2016-02-04 08:34:11.029205 |