Article Sidebar
Main Article Content
Abstract
Studi meta-analisis ini bertujuan untuk mengetahui nilai korelasi sebenarnya dari hubungan antara variabel kepribadian
extrovert dan keterikatan karyawan (employee engagement). Studi dilakukan melalui analisa 2 artefak, yaitu melalui koreksi
kesalahan pengambilan sample dan koreksi kesalahan pengukuran. Data yang didapatkan dan dianalisis berasal dari 32
studi dalam 18 artikel yang dipublikasi berkisar antara tahun 2006 – 2019 dengan sampel berjumlah 9441. Melalui hasil
studi meta-analisis, diketahui bahwa kepribadian ekstrovert dan keterikatan karyawan memiliki hubungan positif dengan
nilai korelasi sebenarnya (true score) sebesar 0,015. Dari hasil analisa juga diketahui bahwa dampak kesalahan pengambilan
sampel sebesar 18% sedangkan dampak variasi reliabilitas sebesar 2,79%
The purpose of this study was to determine the actual correlation value of the relationship between the extraversion
personality and employee engagement. The study was carried out through analysis of 2 artifacts, namely through sampling
error correction and measurement error correction. The data obtained and analyzed came from 32 studies in 18 articles
published between 2006 - 2019 with a sample of 9441. Through the results of meta-analysis studies, it is known that
extraversion personality and employee engagement have a positive relationship with the true correlation value (true score)
of 0.015. From the analysis results, it is also known that the impact of sampling error is 18%, while the impact of variations
in reliability is 2.79%.
Keywords
Article Details
References
- *Akhtar, R., et al. (2015). The engageable personality: personality and trait EI as predictors of
- work engagement. Personality and Individual Differencess, (73) pp. 44-49.
- *Albrecht, S.L., & Marty, A.(2017). Personality, self-efficacy and job resources and their
- association with employee engagement, affective commitement and turnover intentions.
- The International Journal of Human Resource Management.
- *Ariyani, E.D., & Lindawati. (2013). Kontribusi trait kepribadian terhadap keterikatan kerja
- pegawai (SDA dirjen pajak). Jurnal Ilmu Administrasi, (10)2.
- Domicelj, G., & Vartak, M. (2013). Asia pacific employee engagement levels out of step with
- global trends. Singapore: Aon Consulting Pte. Ltd.
- Greata, H. (2017). Intervensi pelatihan penilaian kinerja pada atasan untuk meningkatkan
- perceived organizational support & employee engagement. Jurnal Psikologi Universitas
- Buana Perjuangan Karawang (2)2.
- *Gulamali, D.I. (2017). Relationship between personality and work engagement: the role of
- individual traits and international experience Thesis: Business and Economic Research.
- *Hale, R.T., et al. (2016). Towards a better understanding of employee engagement: factors that
- explain employee engagement. Disertation.
- Hunter, J. E., & Schmidt, F. L. (2004). Methods of meta-analysis: Correcting error and bias in
- research findings. London: Sage Publication.
- *Inceoglu, I. & Warr, P. (2012). Personality and job engagement. Journal of Personnel
- Psychology, 1-9.
- *Langelaan, et al. (2006). Burnout and work engagement: do individual differences make a
- difference? Personality and Individual Differences, (40), pp.521-532.
- *Mat, N., Jansriboot, P., & Mat, N. (2019). Big five personality, transformational leadership,
- psychologycal safety, and employee engagement of private sector employees insouthern
- thailand. Jurnal Kepengurusan, (56).
- Oehler, K. (2015). 2015 Trends in global employee engagement. Illinois: Aon Hewitt.
- *Ozgur O. (2014). A Study of relationship between personality traits and job engagement. Social
- and Behavioral Science, (141).
- Pervin, L.A., Cervone, D., & John, O.P. (2004). Personality: theory and research (9th edition).
- Dalam Anwar, A.K (Eds.). (2010). Psikologi kepribadian: teori dan penelitian edisi
- kesembilan. Jakarta: Kencana Predana Media Group.
- *Rizkiani, B.E., & Sawitri, D.R.(2015). Kepribadian proaktif dan keterikatan kerja pada
- karyawan PT PLN (persero) distribusi jawa tengah dan DIY. Jurnal Empati, (4)4, PP38-
- 43.
- Robinson, D., Perryman, S., & Hayday, D. (2004). The drivers of employee engagement.
- Brighton: Institute for Employment Studies.
- *Saad, Z.M., Sudin, S., & Shamsuddin, N.(2018). The influence of leadership style, personality
- attributes and employee communication on employee engagement. An International
- Journal of Global Business and Management (10)3.
- Samsudin, S. (2005). Manajemen sumber daya manusia. Bandung: Pustaka Setia.
- *Shaban, S. (2018). Predicting big five personality traits relation with employee engagement in
- public sector in egypt. International Journal of Business and Management, (6)1, pp.33-
- 43.
- *Shukla, S., Adhikari, B., & Aggarwal, P. (2014). Relationship between employee engagement
- and big five personality factors: a study of online b2c e-commerce company. The Journal
- of Indian Management & Strategy, (19)3.
- *Shukla, S., Adhikari, B., & Singh, V. (2015). Employee engagement - role of demographic
- variables and personality factors. HRM Review, 65-73.
- Sudiro, A. (2018). Perilaku Organisasi. Jakarta: Bumi Aksara.
- Tan, S., & Suherman, M. (2021). Milenial & turnover, seni beradaptasi dengan new normal.
- Jakarta:Kepustakaan Populer Gramedia.
- *Vanam, S.(2009). Job engagement : examining the relationship with situational and personal
- factors. Thesis.
- *Woods, S.A. & Sofat, J.A. (2013). Personality and engagement at work: the mediating role of
- psychological meaningfulness. Work and Organizational Psychology Research.
- *Young, H.R., Glerum, D.R, Wang, W., & Joseph, D.L.(2017). Who are the most engaged at
- work? a meta-analysis of personality and employee engagement. Journal of
- Organizational Behavior, (1)17.
- *Zaidi, N.R., Wajid, R.., Zaidi, S.F.B., & Zaidi, S.M.T. (2013). African journal of business
- management the big five personality traits and their relationship with work engagement
- among public sector university teachers of Lahore. African Journal of Business and
- management, (7)15.