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Fahrudin JS Pareke
University of Bengkulu
Economics, Econometrics & Finance

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Empirical Investigation of Five-Factor Model of Personality Fahrudin JS Pareke; Rina Suthia Hayu
AFEBI Management and Business Review Vol 1, No 1 (2016)
Publisher : Asosiasi Fakultas Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (455.756 KB) | DOI: 10.47312/ambr.v1i1.28

Abstract

The concept of Five-Factor Model (FFM) of Personality describes the basic dimension of human behavior, thinking, and emotions that related to the job. The FFM currently getting popular and reach more attention to from the scholars and practitioners as well, particularly in the area of human resource management. Therefore, the main goal of current research is to compile and to test the dimensions of FFM and its measure empirically. Eighty-four self report measures distributed to the 238 employees who work both for public and private organizations at the Northern Sumatera Island, Indonesia. The respondents are currently completing their graduate programs at the University of Bengkulu. Two-hundred-and-eighteen questionnaires completed and returned by respondents, and analyzed using Factor Analysis with Varimax Approach to extract them in to the several components. Based on the analyses, research confirmed the 5 dimensions for FFM, which is conscientiousness (18 items), extraversion-introversion (18 items), agreeableness (12 items), openness to experience (14 items), and emotional stability (12 items). The result strictly recommended that the use of FFP as a means of Human Resource Practices such as selection, promotion, training, and the like.Keywords: Agreeableness, Conscientiousness, Emotional Stability, Extraversion, Openness to Experiences, Personality
The Multidimensional Constructs of Organizational Justice and Organizational Commitment: Empirical Evidence From Public and Private Organizations in Indonesia Fahrudin JS Pareke
AFEBI Management and Business Review Vol 2, No 2 (2017)
Publisher : Asosiasi Fakultas Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (369.095 KB) | DOI: 10.47312/ambr.v2i2.105

Abstract

The multidimensional construct of organizational justice and organizational commitment has attracted longstanding attention and debate among managers, researchers and academicians. To achieve significant progress, studies in this area should be directed to investigate the two sides simultaneously, construct validity and substantive validity. So that the progress achieved can be balanced between the conceptualization and definition of the construct itself as well as the relationship and its effect on other constructs. Therefore, current study intents to test the validity dan reliability of four-factors of organizational justice (FFOJ) construct, and to test its effect on organizational commitment dimensions. The research respondents were 264 private employees and civil servants who studying in 3 graduate programs at University of Bengkulu, choosen using stratified random sampling. Two-hundred-and-fifty-seven respondents participated in the study. Data analysis used Factor Analysis, reliability test, and Hierarchical Regression Analysis (HRA). The conclusions of this study provide strong support for the FFOJ conceptualization. Of the 20 items questionnaire included in factor analysis, 19 items loaded in 4 dimensions, which is distributive justice (4 items), procedural justice (6 items), interactional justice (4 items), and informational justice (5 items). The reliability of all dimension are good, with Cronbach 'Alpha (α) score greater than 0.7. Almost all dimensions of FFOJ affect the dimensions of organizational commitment, except the interactional justice that has no effect on the affective commitment. Further investigation is highly recommended so that organizational justice measurement becomes more workable in explaining the phenomena of justice in the daily life of the organization. The empirical evidence also further emphasized the important role of organizational justice in order to foster, enhance, and maintain organizational commitment. Attempts to acquire employees with high organizational commitment will face serious obstacles when the employees still perceive there is no fairness in their organization.Keywords: afective commitment, continuance commitment, distributive justice, interactional justice, informational justice; procedural justice, normative commitment
Empirical Investigation of Five-Factor Model of Personality Fahrudin JS Pareke; Rina Suthia Hayu
AFEBI Management and Business Review Vol. 1 No. 1 (2016): June
Publisher : Asosiasi Fakultas Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47312/ambr.v1i1.28

Abstract

The concept of Five-Factor Model (FFM) of Personality describes the basic dimension of human behavior, thinking, and emotions that related to the job. The FFM currently getting popular and reach more attention to from the scholars and practitioners as well, particularly in the area of human resource management. Therefore, the main goal of current research is to compile and to test the dimensions of FFM and its measure empirically. Eighty-four self report measures distributed to the 238 employees who work both for public and private organizations at the Northern Sumatera Island, Indonesia. The respondents are currently completing their graduate programs at the University of Bengkulu. Two-hundred-and-eighteen questionnaires completed and returned by respondents, and analyzed using Factor Analysis with Varimax Approach to extract them in to the several components. Based on the analyses, research confirmed the 5 dimensions for FFM, which is conscientiousness (18 items), extraversion-introversion (18 items), agreeableness (12 items), openness to experience (14 items), and emotional stability (12 items). The result strictly recommended that the use of FFP as a means of Human Resource Practices such as selection, promotion, training, and the like.Keywords: Agreeableness, Conscientiousness, Emotional Stability, Extraversion, Openness to Experiences, Personality
The Multidimensional Constructs of Organizational Justice and Organizational Commitment: Empirical Evidence From Public and Private Organizations in Indonesia Fahrudin JS Pareke
AFEBI Management and Business Review Vol. 2 No. 2 (2017): December
Publisher : Asosiasi Fakultas Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47312/ambr.v2i2.105

Abstract

The multidimensional construct of organizational justice and organizational commitment has attracted longstanding attention and debate among managers, researchers and academicians. To achieve significant progress, studies in this area should be directed to investigate the two sides simultaneously, construct validity and substantive validity. So that the progress achieved can be balanced between the conceptualization and definition of the construct itself as well as the relationship and its effect on other constructs. Therefore, current study intents to test the validity dan reliability of four-factors of organizational justice (FFOJ) construct, and to test its effect on organizational commitment dimensions. The research respondents were 264 private employees and civil servants who studying in 3 graduate programs at University of Bengkulu, choosen using stratified random sampling. Two-hundred-and-fifty-seven respondents participated in the study. Data analysis used Factor Analysis, reliability test, and Hierarchical Regression Analysis (HRA). The conclusions of this study provide strong support for the FFOJ conceptualization. Of the 20 items questionnaire included in factor analysis, 19 items loaded in 4 dimensions, which is distributive justice (4 items), procedural justice (6 items), interactional justice (4 items), and informational justice (5 items). The reliability of all dimension are good, with Cronbach 'Alpha (α) score greater than 0.7. Almost all dimensions of FFOJ affect the dimensions of organizational commitment, except the interactional justice that has no effect on the affective commitment. Further investigation is highly recommended so that organizational justice measurement becomes more workable in explaining the phenomena of justice in the daily life of the organization. The empirical evidence also further emphasized the important role of organizational justice in order to foster, enhance, and maintain organizational commitment. Attempts to acquire employees with high organizational commitment will face serious obstacles when the employees still perceive there is no fairness in their organization.Keywords: afective commitment, continuance commitment, distributive justice, interactional justice, informational justice; procedural justice, normative commitment
Co-Authors Rina Suthia Hayu