Pengaruh Kompleksitas Tugas, Tekanan Waktu, dan Sifat Kepribadian pada Kinerja

Abstract

AbstrakPenelitian ini bertujuan untuk menguji pengaruh kompleksitas tugas, tekanan waktu, dan lima sifat kepribadian yaitu openness to experience, conscientiousness, extraversion, agreeableness, dan neuroticism pada kinerja auditor. Studi mengenai pengaruh kompleksitas tugas dan tekanan waktu pada kinerja auditor telah banyak dilakukan namun masih menunjukkan hasil-hasil yang tidak konsisten. Oleh karena itu, penelitian ini mencoba memberikan titik pandang baru dengan memasukkan sifat kepribadian auditor, yang sebelumnya jarang digunakan dalam penelitian bidang akuntansi. Sebagai responden dalam ini adalah auditor yang bekerja pada kantor akuntan publik. Hasil pengujian menunjukkan bahwa variabel kompleksitas tugas dan tekanan waktu tidak berpengaruh pada kinerja auditor. Selain itu, hanya tiga dari lima variabel sifat kepribadian yaitu conscientiousness, extraversion, dan neuroticism yang berpengaruh pada kinerja. The Influence of Task Complexity, Time Pressure, and Traits-Personality on Performance AbstractThe aim of the research in to investigate the influence of task complexity, time pressure, and five traits of auditor personality such as openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism on auditor performance. There have been a number of research findings on task complexity and time pressure on auditor performance, yet none shows consistency. This study, therefore, tries to provide a new point of view by using traits personality of auditor, which are rarely used in the research field of accounting. Participants in this studies are auditors who work on a public account firms in Bali. The results showed that task complexity and time pressure do not have significant effects on auditor performance. Moreover, only three of the five personality variables-conscientiousness, extraversion, and neuroticism-have significant effects on auditor performance.

Role Stress, Personality Types, Burnout, and Performance of Midwives in the Achievement of Postnatal Care Program in Surabaya

“…21,22 Individuals with the agreeableness personality type (agreement) may work together in a team and be trustworthy, caring, kind, helpful, unselfish, and forgiving and do not like to quarrel with others. The study by Barrick et al in Rustiarini,23 showed that this personality has a strong effect on a person's performance. However, the tendency of the individuals with this personality type to create a conducive working environment, avoid conflicts with colleagues, and reduce the chances of conflict at the workplace can in fact cause these conditions that are not favorable for them as it can reduce the enthusiasm in competing for success and achieving higher performance than the achievements of other colleagues.…”

Personality Traits as Predictors of Authentic Leadership

“…The leaders with conscientiousness personality characteristic or "C" personality is the figure of hardworking, disciplined, reliable, organized, meticulous and detailed, and tending to be diligent (Rustiarini, 2013). A person with this personality characteristic has a strong motivation to achieve success (Zimmerman, 2008), and has a task-oriented behavior (Ashton & Lee, 2007), McGregor (1954) calls this as the Y theory.…”

“…An extraversion personality or the "E" personality characteristic highly tends to be talkative, energetic, enthusiastic, assertive and sure, friendly, and sociable (Rustiarini, 2013). Leaders with extraversion characteristic shows a tendency to spend a lot of time in social situations and expresses positive emotions (Judge et al, 2002), he or she is a jaunty and creator of the atmosphere.…”

“…In contrast, individuals with low agreeableness like find others' fault, fondness of disagreement, indifferent, disrespectful, and selfish. (Rustiarini, 2013).…”

“…Leaders should have low "N" personality with emotional stability, good ability to handle stress, not easily upset, quiet despite being in a stressful situation, and not easily stressed. (Rustiarini, 2013) Referring to the descriptions above, the questions posed in this study is whether the leader's personality effects on the authentic leadership behavior?. Thus, this study aims to demonstrate empirically the influence of leaders' personality independently to the authentic leadership behavior.…”