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Big Five Personality Traits and executive meta-competencies: Implications for Strategic decision making Fadli, Fauzan; Husainah, Nazifah; Maswanto, Maswanto
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3333

Purpose: This study aims to analyze the relationship between Big Five Personality Traits and strategic decision-making effectiveness at the executive level, while exploring the role of intrinsic meta-competencies that emerge when leaders face moments of isolation and make decisions independently. Methodology/approach: Using a mixed-methods design, the study applies Braun and Clarke’s thematic analysis and Interpretative Phenomenological Analysis (IPA). Data sources include Big Five personality assessments of 50 senior executives and in-depth interviews with eight directors from various strategic industries. Results: Findings reveal that openness to experience and conscientiousness consistently correlate with reflective, structured, and visionary decision-making patterns. The study also identifies that intrinsic meta-competencies such as productive solitude, deep reflection, and resilience in isolation enhance the positive manifestation of these personality traits. Conclusion: The research provides a conceptual foundation for developing a more holistic talent development and succession planning framework, integrating personality traits and internal capacities often overlooked in leadership assessments. Limitations: The study focuses on senior executives in strategic industries, limiting generalizability to other leadership levels or sectors. Additionally, qualitative methods may introduce subjective interpretations. Contribution: This study contributes to leadership psychology and talent management by highlighting the interplay between personality, meta-competencies, and decision-making. It offers practical insights for executive coaching, leadership development programs, and organizational succession planning.

Big Five Personality Traits and executive meta-competencies: Implications for Strategic decision making Fadli, Fauzan; Husainah, Nazifah; Maswanto, Maswanto
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3333

Purpose: This study aims to analyze the relationship between Big Five Personality Traits and strategic decision-making effectiveness at the executive level, while exploring the role of intrinsic meta-competencies that emerge when leaders face moments of isolation and make decisions independently. Methodology/approach: Using a mixed-methods design, the study applies Braun and Clarke’s thematic analysis and Interpretative Phenomenological Analysis (IPA). Data sources include Big Five personality assessments of 50 senior executives and in-depth interviews with eight directors from various strategic industries. Results: Findings reveal that openness to experience and conscientiousness consistently correlate with reflective, structured, and visionary decision-making patterns. The study also identifies that intrinsic meta-competencies such as productive solitude, deep reflection, and resilience in isolation enhance the positive manifestation of these personality traits. Conclusion: The research provides a conceptual foundation for developing a more holistic talent development and succession planning framework, integrating personality traits and internal capacities often overlooked in leadership assessments. Limitations: The study focuses on senior executives in strategic industries, limiting generalizability to other leadership levels or sectors. Additionally, qualitative methods may introduce subjective interpretations. Contribution: This study contributes to leadership psychology and talent management by highlighting the interplay between personality, meta-competencies, and decision-making. It offers practical insights for executive coaching, leadership development programs, and organizational succession planning.

Pengaruh Gaya Kepemimpinan, Budaya Organisasi dan Motivasi Kerja Terhadap Kinerja Karyawan pada PT. Gusti Sakti Mandiri Armanda Luppi; Maswanto, Maswanto
PESHUM : Jurnal Pendidikan, Sosial dan Humaniora Vol. 5 No. 2: Februari 2026
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/peshum.v5i2.15337

Tujuan Penelitian ini adalah untuk mengetahui Pengaruh Gaya Kepemimpinan, Budaya Organisasi dan Motivasi kerja Terhadap Kinerja Karyawan. Penelitian ini menggunakan metode Observasi dan Kuesioner sebagai instrumennya. Adapun respondennya sebanyak 52 Karyawan Pada PT. Gusti Sakti Mandiri. Dan proses pengambilan sampel yaitu menggunakan Teknis non-Probability sampling dengan menggunakan pendekatan kuantitatif yang bersifat asosiatif dengan menggunakan data primer. Teknik analisis data kuantitatif yang bersifat asosiatif dengan menggunakan data primer. Teknik analisis data yaitu menggunakan SPSS Versi 25. Hasil dari penelitian ini menunjukan bahwa Gaya Kepemimpinan berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai t hitung sebesar 3,215>2,013 dan signifikan 0,002 < 0,05, budaya organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai t hitung sebesar 2,754>2,013 dan signifikan 0,008 < 0,05, Motivasi kerja berpengaruh positif dan signifikan terhaadap kinerja karyawan dengan nilai t hitung sebesar 4,087>2,013 dan signifikan 0,000 < 0,05. Gaya Kepemimpinan, Budaya Organisasi dan Motivasi Kerja Secara bersama-sama berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai F hitung sebesar 27,845 > 2,80 dan signifikan 0,000 < 0,05.

PENGARUH BEBAN KERJA, KEPUASAN KERJA, KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION GEN-Z TANGERANG SELATAN Rachamani, Azhara zahra; Maswanto, Maswanto
Media Riset Bisnis Ekonomi Sains dan Terapan Vol 5, No 1 (2026): Media Riset Bisnis Ekonomi Sains dan Terapan
Publisher : Taksasila Edukasi Insani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71312/mrbest.v5i1.877

Businesses are facing a serious problem as a result of the high intention of turnover among Generation Z workers, especially in cities like South Tangerang City. The purpose of this study is to examine how Generation Z employees' intentions to leave a company are impacted by their workload, job satisfaction, and organizational commitment. This study uses a survey method in a quantitative manner. Fifty members of Generation Z who currently work or have previously worked in South Tangerang City were given questionnaires using a Likert scale to complete in order to gather data. Multiple linear regression analysis, validity testing, reliability testing, and classical assumption testing are some of the data analysis methods. The findings show that organizational commitment, workload, and job satisfaction all significantly and partially influence turnover intention. Workload has the greatest correlation with turnover intention among the independent factors. These results emphasize how crucial it is to control workload proportionately, improve job happiness, and increase organizational commitment as tactical measures to lower the intention of Generation Z workers to leave their jobs.Keywords workload, job satisfaction, organizational commitment, turnover intention, Generation Z

Pengaruh Kompetensi, Motivasi, dan Kepuasan Kerja terhadap Kinerja Pegawai KEMNAKER RI Widyaloka, Jovanda; Maswanto, Maswanto
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 1 (2026): Februari - April
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i1.6121

Perkembangan lingkungan bisnis yang semakin dinamis menuntut organisasi untuk terus meningkatkan kualitas sumber daya manusia (SDM) sebagai faktor strategis dalam mencapai keunggulan kompetitif. SDM tidak lagi dipandang sekadar sebagai aset, tetapi sebagai penggerak utama inovasi, produktivitas, dan kinerja organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh kompetensi, motivasi kerja, dan kepuasan kerja terhadap kinerja pegawai pada Kementerian Ketenagakerjaan Republik Indonesia. Latar belakang penelitian didasarkan pada fenomena penurunan kinerja pegawai tahun 2023–2024 yang ditandai dengan keterlambatan, ketidaksesuaian prosedur kerja, rendahnya tanggung jawab, serta minimnya pengakuan kinerja. Penelitian menggunakan pendekatan asosiatif dengan metode kuantitatif. Populasi penelitian berjumlah 50 pegawai bagian keuangan dan BMN yang seluruhnya dijadikan sampel melalui teknik sampling jenuh. Data dikumpulkan melalui kuesioner dengan skala Likert 1–5 dan dianalisis menggunakan regresi linear berganda dengan bantuan SPSS versi 25.0. Uji instrumen meliputi validitas dan reliabilitas, serta uji asumsi klasik untuk memastikan kelayakan model. Hasil penelitian menunjukkan bahwa kompetensi, motivasi kerja, dan kepuasan kerja secara parsial maupun simultan berpengaruh positif dan signifikan terhadap kinerja pegawai. Temuan ini menegaskan bahwa peningkatan kemampuan, dorongan kerja, serta rasa puas terhadap pekerjaan merupakan faktor penting dalam mendorong optimalisasi kinerja pegawai. Oleh karena itu, strategi pengembangan SDM yang terintegrasi menjadi langkah krusial dalam meningkatkan efektivitas organisasi.

The Influence of Principal Leadership, Organizational Culture, Teacher Competence, and Work Motivation on the Performance of Private Vocational School Teachers in Bekasi Regency Alisanda, Saga Cindai; Maswanto, Maswanto; Hasanah, Hasanah
Dinasti International Journal of Economics, Finance & Accounting Vol. 7 No. 1 (2026): Dinasti International Journal of Economics, Finance & Accounting (March-April 2
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v7i1.6308

This research is motivated by the importance of teachers as key actors in determining the quality of education, particularly in private Vocational High Schools (SMK), which are characterized by competency-based learning and the need for direct connections to the industrial world. In Bekasi Regency, as one of the largest industrial areas in Indonesia, private vocational schools are expected to produce competent, adaptive, and work-ready graduates. However, various indicators indicate that the performance of private vocational school teachers in Bekasi Regency is still suboptimal. This condition is reflected in student learning outcomes, readiness for skills competency tests, and the gap in quality between private and public vocational schools. This low teacher performance cannot be separated from various interrelated managerial and individual factors, so a comprehensive empirical study is needed to identify the determining factors. Theoretically and empirically, teacher performance is influenced by a combination of leadership factors, the organizational environment, professional capacity, and individual psychological conditions. In the context of educational management, the principal's leadership plays a strategic role in directing, motivating, and empowering teachers to perform optimally in accordance with the school's vision and mission. Furthermore, a strong and positive school organizational culture is believed to foster a strong work ethic, loyalty, and commitment to the institution. Furthermore, teacher competencies, including pedagogical, professional, social, and personality competencies, are key prerequisites for an effective learning process. Work motivation also serves as an internal driver that determines the level of enthusiasm, dedication, and responsibility of teachers in carrying out their professional duties. An imbalance in any of these factors has the potential to reduce teacher performance and impact the quality of vocational school graduates. Based on these problems, this study aims to analyze and empirically test the influence of principal leadership, organizational culture, teacher competency, and work motivation on the performance of private vocational high school teachers in Bekasi Regency, both partially and simultaneously. This study also aims to develop a comprehensive and contextual conceptual model of teacher performance management in accordance with the characteristics of vocational education. Thus, the results of this study are expected to not only provide theoretical contributions to the development of educational management science, but also provide practical recommendations for policymakers, principals, and educational foundation managers. This study uses a quantitative approach with an explanatory research type, which aims to explain the causal relationship between the research variables. The independent variables in this study include principal leadership, organizational culture, teacher competence, and work motivation, while the dependent variable is teacher performance. The study population was all private vocational high school teachers in Bekasi Regency, with the sample determined using a sampling technique adjusted to the population characteristics and the needs of statistical analysis. Data were collected through a closed questionnaire using a Likert scale that has been tested for validity and reliability. Data analysis was carried out using multiple linear regression or Structural Equation Modeling (SEM) based on Partial Least Square (PLS), to obtain an accurate picture of the strength and direction of influence between variables. The expected outcome of this study is empirical evidence that principal leadership significantly influences teacher performance, both directly and through the creation of a conducive work climate and organizational culture. Effective leadership, particularly transformational, instructional, and participatory leadership, is believed to be able to increase teacher work motivation, strengthen professional commitment, and encourage continuous competency improvement. A positive organizational culture is expected to play a role in building the values of cooperation, responsibility, and innovation, which ultimately lead to improved teacher performance. Teacher competency is expected to have a direct influence on learning effectiveness, while work motivation functions as an internal driver that strengthens the implementation of these competencies in daily teaching practice. Theoretically, this research is expected to enrich the body of knowledge in educational management, particularly in developing human resource management models in vocational schools. This research integrates the variables of leadership, organizational culture, competency, and work motivation into a coherent conceptual framework to explain teacher performance. The research findings are expected to serve as a reference for future research examining educator performance using a multidimensional, local context-based approach. Practically, the results of this study are expected to provide strategic implications for principals and managers of private vocational schools in designing policies to improve teacher performance. Principals can use the results of this study as a basis for developing a more participatory leadership style oriented toward teacher professional development. Foundations and education offices can utilize the findings of this study to formulate competency development programs, reward systems, and strengthen sustainable school organizational culture. Thus, improving teacher performance is not solely seen as an individual responsibility, but as the result of a synergy between managerial policies, the organizational environment, and personal motivation. Ultimately, this research is expected to make a tangible contribution to improving the quality of vocational education in Bekasi Regency. By improving the performance of private vocational school teachers, the quality of the learning process is expected to improve, become more relevant to the needs of the industrial world, and produce competent and highly competitive graduates. This aligns with the national education development goal of preparing superior, professional human resources ready to face global challenges.

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