The Influence of Big Five Personality on Lecturer's Performance in Private University, Malaysia
Pengaruh Personaliti Lima Utama ke atas Prestasi Kerja Pensyarah di Universiti Swasta, Malaysia
Keywords:
Big Five Personality, Job Performance, Lecturer, Higher Education InstitutionsAbstract
In universities, lecturers are an essential group that provides the main services to the universities. Their roles and quality are important to meet the university's inspiration and goals. In private Higher Education Institutions (HEIs), lecturers hold multiple roles, such as teaching, research and publication, and administrative positions. Ignoring their well-being could be detrimental to the individual as well as to the university as a whole. This study aims to explore the effect of the big five personality of lecturers towards job performance in the context of private HEIs in Malaysia. This study's data was collected using random sampling techniques from the selected private HEIs. A set of questionnaires are used for the data gathering from 260 full-time lecturers as respondent. The data were analyzed using the Structural Equation Modelling techniques using AMOS 22 version software. The study result supports two of the five hypotheses tested. The findings showed that Conscientiousness and Openness significantly influence the lecturer's job performance. At the same time, Extraversion, Agreeableness and Neuroticism do not significantly influence the lecturer's job performance. This study contributes immensely to the literature and suggests how the big five personality contribute to individual job performance. The findings indicate that the management of HEIs can improve and nurture individual factors' effectiveness, leading to a lecturer's job performance. Finally, the study's limitations, conclusion and suggestions for future research direction were discussed.
Di universiti, pensyarah adalah kumpulan penting yang menyediakan perkhidmatan utama kepada universiti. Peranan dan kualiti mereka adalah penting bagi memenuhi inspirasi dan matlamat universiti. Di Institusi Pendidikan Tinggi (IPT) swasta, pensyarah memegang pelbagai peranan, seperti pengajaran, penyelidikan dan penerbitan, dan jawatan pentadbiran. Mengabaikan kesejahteraan mereka boleh memudaratkan individu dan juga universiti secara keseluruhan. Kajian ini bertujuan untuk meneroka kesan personaliti lima utama pensyarah terhadap prestasi kerja dalam konteks IPT swasta di Malaysia. Data kajian ini dikumpul menggunakan teknik persampelan rawak daripada IPT swasta terpilih. Satu set soal selidik digunakan untuk pengumpulan data daripada 260 pensyarah sepenuh masa sebagai responden. Data dianalisis menggunakan teknik Structural Equation Modeling melalui perisian AMOS versi 22. Hasil kajian menyokong dua daripada lima hipotesis yang diuji. Dapatan kajian menunjukkan personaliti Ketelitian (Conscientiousness) dan Keterbukaan (Openness) mempunyai pengaruh yang signifikan terhadap prestasi kerja pensyarah. Pada masa yang sama, Extraversi (Extraversion), Keserasian (Agreeableness) dan Neurotisme (Neuroticism) tidak mempunyai pengaruh yang signifikan terhadap prestasi kerja pensyarah. Kajian ini memberi sumbangan yang besar kepada literatur dan mencadangkan bagaimana personaliti lima utama menyumbang kepada prestasi kerja individu. Dapatan kajian menunjukkan bahawa pengurusan IPT boleh menambah baik dan memupuk keberkesanan faktor individu, yang membawa kepada prestasi kerja pensyarah. Akhir sekali, batasan kajian, kesimpulan dan cadangan untuk hala tuju kajian masa hadapan telah dibincangkan.
Downloads
References
Abu bakr M. Suliman, Abdel Rahman A. Abdel Rahman & Adeija Abdalla. (2010). Personality traits and work performance in a Duty-Free Industry. International Journal of Commerce and Management, 20 (1), 64-82. DOI 10.1108/10569211011025961.
Abdulsalam, D., & Mawoli, M. A. (2012). Motivation and job performance of academic staff of State Universities in Nigeria: The Case of Ibrahim Badamasi Babangida University, Lapai, Niger State. International Journal of Business and Management, 7 (14), 142–148.
Ackerman, C. E. (2021). Big Five Personality Traits: The OCEAN model explained. Positive Psychology. Retrieved from https://positivepsychology.com/big-five-personality-theory/
Adunola, O. (2011). An Analysis of the Relationship Between Class Size and Academic Performance of Students, Ego Booster Books, Ogun State, Nigeria.
Aremu, M. A., Olaonipekun, W. D., & Mu’azu, K. L. (2018). Effects of Big Five Personality Traits on group performance in Al-Hikmah. Amity Business Review, 19 (2), 11-20.
Asim, A., & Kumar, N. (2018). Service quality in Higher Education: Expectations and perceptions of students. Asian Journal of Contemporary Education, 2 (2), 70–83. https://doi.org/10.18488/journal.137.2018.22.70.83
Awang, P. 2018. Pendekatan Mudah SEM (Structural Equation Modeling).
Azlina Mohd. Kosnin & Shiqah Jantan. (2010). Tahap stres dan tahap kepuasan kerja dalam kalangan pensyarah Universiti Teknologi Malaysia. Working Paper. Universiti Teknologi Malaysia, Skudai, Johor
Bakker AB, Demerouti E & Verbeke W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resource Management, 43 (1) https:// doi. org/ 10. 1002/ hrm. 20004.
Barrick, M.R. & Ryan, A.M. A.M. (Eds). (2003). Personality and Work: Reconsidering the Role of Personality in Work, Jossey-Bass, San Francisco, CA.
Bellas, M.L. and Toutkoushion, R.K. (1999). Faculty time allocations and research productivity: Gender, race and family effects. The Review of Higher Education, 367-390.
Bhatti, M. A., Alshagawi, M., & Juhari, A. S. (2018). Mediating the role of work engagement between personal resources (self-efficacy, the Big Five Model) and nurses: Job performance. International Journal of Human Rights in Healthcare, 11, 176-191.
Bieschke, K.J. (2006). Research Self-Efficacy Beliefs And Research Outcome Expectations: Implications for Developing Scientifically Minded Psychologists. Journal of Career Assessment, 14 (1), 77-91.
Blumberg M, & Pringle CD. (1982). The missing opportunity on organizational research: Some implication for a Theory of Work Performance. The Academy of Management Review, 7, 560-569
Borman WC & Brush DH. (1993). More Progress toward a taxonomy of managerial performance requirements. Human Performance 6 (1) https:// doi. org/ 10.1207/ s1532 7043h up0601_1.
Bozionelis, N. (2004). The relationship between disposition and career success: A British study. Journal of Occupational and Organizational Psychology, 77, 403-420
Campbell JP. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In: Dunnette MD, Hough LM, editors. Handbook Of Industrial And Organizational Psychology: Consulting Psychologists Press; 687–732.
Cheng-Liang, Y. & Mark, H. (2014). Personality traits and simultaneous reciprocal influences between job performance and job satisfaction. Chinese Management Studies, 8 (1), 6-26.
Chua Bee Seok. (2011). Personaliti, motivasi dan prestasi kerja dalam kalangan belia Malaysia. Siri Kertas Penyelidikan Psikologi dan Kesihatan Sosial, 2.
Churchill, G. A.; Ford, N. M.; Hartley, S. W.; and Walter, C. O. (1985). The determinants of salesperson performance: A meta-analysis. Journal of Marketing Research, 22 (May), 103-118.
Dinh, H.-V. T., Nguyen, Q. A. T., Phan, M.-H. T., Pham, K. T., Nguyen, T., & Nguyen, H. T. (2021). vietnamese students' satisfaction toward higher education service: The relationship between education service quality and educational. European Journal of Educational Research, 10 (3), 1199– 1213.
Dunggio, T. (2021). Work motivation on lecturer achievement: Job satisfaction as mediating variables. Jurnal Manajemen, 25(2), 312-327.
Engelbrecht AS, Fischer AH. (1995). The managerial performance implications of a developmental assessment center process. Human Relations, 48(4). https:// doi. org/ 10. 1177/ 00187 26795 04800 405.
Feist, J. & Feist, G.J. 2006. Theories of Personality. Boston, MA: McGraw-Hill Education.
Fluegge ER. (2009).Who put the fun in functional? Fun at work and its effects on job performance. Dissertation Abstr Int Sect A Hum Soc Sci. 69:2781.
Fornell, C., & Larcker, D. F. 1981. Structural Equation Models With Unobservable Variables And Measurement Error: Algebra and Statistics, 382-388.
Goldberg, L.R. (1990). An Alternative "Description of Personality": The Big-Five Factor Structure. Journal of Personality and Social Psychology, 59 (6), 1216-1229.
Goldberg, L.R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models, in Mervielde, I., Deary, I., De Fruyt, F. and Ostendorf, F. (Eds), Personality Psychology in Europe, 7, Tilburg University Press, Tilburg, 7-28.
Gupta, N., & Gupta, A. K. (2020). Big Five Personality Traits and their impact on job performance of managers in FMCG sector. International Journal of Recent Technology and Engineering (IJRTE), 8(5), 3104-3109.
Hair, J. F., Black, W. C., Babin, B. J., and Anderson, R. E. (2019). Multivariate Data Analysis, 8th Ed. Andover: Cengage.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. 2010. Multivariate Data Analysis. Prentice Hall.
Hu, L. T., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria Versus New Alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6 (1), 1-55.
Ingarianti & Tri Muji. (2014). Hubungan antara kepribadian (The Big Five Factor Personality) dengan organizationasl citizenship behaviour pada karyawan. http://download.docstoc.com/document/157779507?key=&pass=.
Ioannis Nikolaou. (2003), Fitting The Person To The Organisation: Examining the Personality-Job Performance Relationship from a New Perspective. Journal of Managerial Psychology, 18 (7), 639-648.
Jalaluddin, Munawar, & Azwir. (2021). The effects of leadership and commitment on the job performance of lecturers at university. AL-ISHLAH: Jurnal Pendidikan, 13(2), 1494–1502.
John, Oliver p. & Sanjay Srivasava. (2014). Big five personality. http://moityca.com.br/pdfs/bigfive_John.pdf. Retrieved pada 4 Novemver 2014.
John, O.P. & Srivastava, S. (1999). The Big Five Trait Taxonomy: History, Measurement, And Theoretical Perspectives. Handbook of Personality: Theory and Research, 2, 102-138.
Kappagoda, U.W.M.R. & Sampath. (2013). The Impact of Five Factor Model Personality on organizational citizenship behaviour of non-managerial employees in the banking sector in Sri Lanka. International Journal of Research in Computer Application and Management, 3 (6), 168-173
Kawedar W. (2015). Effects of Participatory Budgeting, Remuneration and Organizational Culture on Management Performance by Sharing Knowledge as a Mediation Variable. (Dissertation). Postgraduate Faculty of Economics and Business, Universitas Brawijaya (unpublished).
Kluemper, D.H., DeGroot, T. and Choi, S. (2013). Emotion management ability: predicting task performance, citizenship, and deviance. Journal of Management, 39 (4), 878-905.
Kostiani, N., & Galanakis, M. (2022). Organizational psychology in the 21st century: The Big Five Theory contribution in the modern workplace. Psychology, 12 (6), 323-328.
Lebowitz, M. S.(2013). Stigmatization of ADHD: A developmental review. Journal of Attention Disorders, 20 (3).
Lodesso, S. L., van Niekerk, E. J., Jansen, C. A., & Müller, H. (2019). Student satisfaction regarding service quality at Ethiopian Public Higher Education Institutions: A Case Study. Journal of Student Affairs in Africa, 6 (2), 51–64. https://doi.org/10.24085/jsaa.v6i2.3309
Mawoli, M.A. and Babandako, A.Y. (2011). An Evaluation of Staff Motivation, Dissatisfaction and Job Performance in an Academic Setting. Australian Journal of Business and Management Research, 1, 1-13
Maxham JG, Netemeyer RG, Lichtenstein DR. (2008). The retail value chain: linking employee perceptions to employee performance, customer evaluations, and store performance. Mark Sci.; 27(2) https:// doi. org/10. 1287/ mksc. 1070. 0282.
McCrae, R.R. and Costa, P.T. Jr (1999). A Five-Factor Theory of Personality. Handbook of Personality: Theory and Research, Guilford Press, New York, NY,
Moberg, P.J. (2001). Linking conflict strategy to the five-factor model: theoretical and empirical foundations. International Journal of Conflict Management, 12 (1), 47-68. doi: 10.1108/ eb022849.
Motowidlo, S.J., & Scotter, J.R. Van. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 79 (4), 475-480 . https://doi.org/10.1037/0021-9010.79.4.475
Murphy KR. (1989). Dimensions of job performance. Test Theor Appl Perspect.1989;(619) https:// doi. org/ 10. 21236/ ADA19 4951.
Musliadi, M., Harun, C. Z., & Bahrun, B. (2021). Principal management of extraordinary school on learning process during the COVID-19 pandemic. AL-ISHLAH: Jurnal Pendidikan, 13(1), 715–724. https://doi.org/10.35445/alishlah.v13i1.526
Nailah Ayub, Suzan M. Al Qurashi and Wafa A. Al-Yafi. (2017). Personality traits and conflict management styles in predicting job performance and conflict. International Journal of Conflict Management, 28 (5), 671-694.
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.
Olukemi O. Sawyerr, Shanthi Srinivas and Sijun Wang. (2009). Call center employee personality factors and service performance. Journal of Services Marketing, 23 (5), 301–317.
O'Neill, T. A., Lewis, R. J., & Carswell, J. J. (2011). Employee personality, justice perceptions, and the prediction of workplace deviance. Personality and Individual Differences, 51(5), 595-600.
Papanthymou, A., & Darra, M. (2018). The implementation of Total Quality Management in Greek Higher Education: The case of electronic administrative services. International Education Studies, 11(7), 26–42. https://doi.org/10.5539/ies.v11n7p26
Purnomo, N. H. (2021). Forecasting the future of Islamic Educational Management study program: projection of needs for lecturers. Al-Tanzim: Jurnal Manajemen Pendidikan Islam, 5(1), 42–56.
Rahman, A. (2020). Lecturers' performance in increasing of learning quality through self monitoring evaluation. AL-ISHLAH: Jurnal Pendidikan, 12 (2), 492–501. https://doi.org/10.35445/alishlah.v12i2.303
Raja, U., Johns, G., & Bilgrami, S. (2011). Negative consequences of felt violations: The deeper the relationship, the stronger the reaction. Applied Psychology: An International Review, 60, 397-420.
Raza, H., Anjum, M., & Zia, S. M. (2014). The impacts of employee's job performance behavior and organizational culture on organizational productivity in pharmaceutical industries in Karachi. Interdisciplinary Journal of Contemporary Research in Business, 5(12), 385-400.
Robertson, I.T. & Callinan, M.(1998). Personality and Work Behaviour. European Journal of Work and Organizational Psychology. 7, 317-36.
Sameena, T. K. (2020). Students' perception on core service quality in Higher Education Institutions in UAE. Shanlax International Journal of Education, 8 (2), 43–49. https://doi.org/10.34293/education.v8i2.1877
Sawyerr, O. O., Srinivas, S., & Wang, S. (2009). Call center employee personality factors and service performance. Journal of Services Marketing.
Sekaran, U., & Bougie, R. 2016. Research Methods for Business: A Skill Building Approach. John Wiley and Sons.
Seyyed, F.J., Al-Haji Umar, Y. and Al-Hajji, M. (2004). Determinants of business faculty research productivity in the Middle East, in Ogunmokun, G., Gabbay, R. and McPhail, J. (Eds), The Challenges of inter-disciplinary perspectives and globalization in the 21st century. Proceedings of the Inaugural Academy of World Business, Marketing and Management Development Conference, Gold Coast, Australia, 1108-23.
Sharko, A. D., Sharko, G., Demi, B., & Baholli, I. (2015). Development of E-UETLPE web application (UET online lecturer performance evaluation system). Journal of Educational and Social Research, 5(2), 93–93.
Spector, P. (1997). Job Satisfaction: Application, Assessment, Causes, and Consequences. USA: Sage Publications Inc
Spitzmuller, M., Sin, H., Howe, M., & Fatimah, S. (2015). Investigating the Uniqueness and Usefulness of Proactive Personality in Organizational Research: A Meta-Analytic Review. Human Performance, 28 (4), 351-379.
Srivastava, E. & Agarwal, N. (2012). The emerging challenges in HRM. International Journal of Scientific and Technology Research, 1 (6), 46-48.
Su, F., & Wood, M. (2012). What Makes a Good University Lecturer? Students' Perceptions of Teaching Excellence. Journal of Applied Research in Higher Education.
Suherman, A., Mulyasana, D., Mulyasana, & Sudrajat, A. (2018). Faktor-faktor determinan terhadap kinerja dosen dalam meningkatkan mutu layanan akademik pendidikan tinggi. Kajian Manajemen Pendidikan, 2 (1), 1–10
Syahril, Janna, S. R., & Fatimah. (2021). The academic stress of final-year students in Covid-19 pandemic era. AL-ISHLAH: Jurnal Pendidikan, 13(1), 80–89. https://doi.org/10.35445/alishlah.v13i1.407
Tabachnick, B. G., & Fidell, L. S. 2007. Using Multivariate Statistics. New York: Pearson.
Varela, O.E & Landis RS. (2010). A general structure of job performance: evidence from two studies. J Bus Psychol., 25(4), 625–38. https:// doi. org/ 10.1007/ s10869- 010- 9155-8.
Viswesvaran, C., & Ones, D. S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8(4), 216-226.
Wisecarver MM, Carpenter TD, Kilcullen RN. (2007). Capturing interpersonal performance in a latent performance model. Mil Psychol, 19 (2). https://doi. org/ 10. 1080/ 08995 60070 13233 76.
Yusaini, Y., & Utama, I. (2020). Pengaruh iklim kerja terhadap produktivitas kerja dosen Perguruan Tinggi Swasta Aceh. Al-Tanzim: Jurnal Manajemen Pendidikan Islam, 4 (1), 107–118. https://doi.org/10.33650/al-tanzim.v4i1.979
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2022 Journal of Management and Muamalah
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
