Personal Values and Personalities: Positive Organizational Perspective on Political Skill of Indonesian Civil Apparatus (A Study in State Civil Apparatus in Indonesia)
DOI:
https://doi.org/10.14421/jpsi.v9i2.2228Keywords:
personal values, personality, political skillAbstract
This study examines the role of personal values and personality in shaping important behaviors in the world of work. In the perspective of positive psychology, personal values and personality play a role in how people behave and make decisions. In this case, political skill is studied in a positive perspective as an important factor that affects the world of work, mainly in bureaucratic organizations. This study is a quantitative research using data collection scale. Three scales are used, namely Political Skill Inventory, Portrait of Personal Values, and Big Five Inventory. The research subjects were 406 State Civil Apparatus. The results of the study prove that the hypotheses which state that personal values and personalities are positively correlated with political skill are accepted. The conclusion shows that openness to change, as well as positive personality types are correlated with political skill. Meanwhile, neuroticism has a negative correlation with political skill. Thus, it can be concluded that a positive personality background and the value of openness affect a one’s political skill. A person who has positive personal and personality values has better political skill.
Keywords: personal values, personality, political skill
Studi ini meneliti peran personal values dan kepribadian dalam membentuk perilaku yang penting dalam dunia kerja. Berangkat dari sudut pandang psikologi positif, nilai personal dan kepribadian berperan terhadap bagaimana seseorang bersikap, berperilaku, dan mengambil keputusan. Dalam hal ini political skill dikaji dalam perspektif positif sebagai faktor penting yang berpengaruh dalam dunia kerja secara khusus di organisasi birokrasi. Penelitian ini merupakan penelitian kuantitatif yang pengumpulan datanya menggunakan skala. Tiga skala digunakan yaitu Political Skill Inventory, Portrait of Personal Values, dan Big Five Inventory. Subjek penelitian adalah Aparatur Sipil Negara yang berjumlah 406. Hasil penelitian membuktikan bahwa hipotesis yang menyatakan personal values dan kepribadian berkorelasi positif dengan political skill dinyatakan diterima. Kesimpulan menunjukkan bahwa openness to change, serta tipe kepribadian positif berkorelasi dengan political skill. Sedangkan neuroticism berkorelasi negative dengan political skill. Dengan demikian, dapat disimpulkan bahwa latar belakang kepribadian yang positif dan nilai keterbukaan mempengaruhi political skill seseorang. Seseorang yang memiliki nilai-nilai pribadi dan kepribadian positif memiliki political skill yang lebih baik
Kata kunci.: nilai-nilai pribadi, kepribadian, keterampilan politik
Downloads
References
Blickle, G., Meurs, J. A., Wihler, A., Ewen, C., Plies, A., & Günther, S. (2013). The interactive effects of conscientiousness , openness to experience , and political skill on job performance in complex jobs : The importance of context. 1164(January 2012), 1145–1164. https://doi.org/10.1002/job
Blickle, G., Meurs, J. A., Zettler, I., Solga, J., Noethen, D., Kramer, J., & Ferris, G. R. (2008). Personality , political skill , and job performance. 72, 377–387. https://doi.org/10.1016/j.jvb.2007.11.008
Blickle, G., Wendel, S., & Ferris, G. R. (2010). Political skill as moderator of personality – Job performance relationships in socioanalytic theory : Test of the getting ahead motive in automobile sales. Journal of Vocational Behavior, 76(2), 326–335. https://doi.org/10.1016/j.jvb.2009.10.005
Burns, R. A., & Anstey, K. J. (2010). The Connor-Davidson Resilience Scale (CD-RISC): Testing the invariance of a uni-dimensional resilience measure that is independent of positive and negative affect. Personality and Individual Differences, 48(5), 527–531. https://doi.org/10.1016/j.paid.2009.11.026
Ewen, C., Wihler, A., Blickle, G., Oerder, K., Iii, B. P. E., Douglas, C., & Ferris, G. R. (2013). Further speci fi cation of the leader political skill – leadership effectiveness relationships : Transformational and transactional leader behavior as mediators. The Leadership Quarterly, 24(4), 516–533. https://doi.org/10.1016/j.leaqua.2013.03.006
Ferris, G. R., Blickle, G., Schneider, P. B., Kramer, J., Zettler, I., Solga, J., Noethen, D., & Meurs, J. A. (2008). Political skill construct and criterion-related validation: A two-study investigation. Journal of Managerial Psychology, 23(7), 744–771. https://doi.org/10.1108/02683940810896321
Ferris, G. R., Perrewé, P. L., Anthony, W. P., & Gilmore, D. C. (2000). Political skill at work. Organizational Dynamics, 28(4), 25–37. https://doi.org/10.1016/S0090-2616(00)00007-3
Ferris, G. R., Treadway, D. C., Kolodinsky, R. W., Hochwarter, W. A., Kacmar, C. J., Douglas, C., & Frink, D. D. (2005). Development and validation of the political skill inventory. Journal of Management, 31(1), 126–152. https://doi.org/10.1177/0149206304271386
Ferris, G. R., Treadway, D. C., & Perrewé, P. L. (2007). Political Skill in Organizations Personal initiative at work View project Team Political Skill View project. Article in Journal of Management. https://doi.org/10.1177/0149206307300813
Ferris, G. R., Treadway, D. C., Perrewé, P. L., Brouer, R. L., Douglas, C., & Lux, S. (2007a). Political skill in organizations. Journal of Management, 33(3), 290–320. https://doi.org/10.1177/0149206307300813
Ferris, G. R., Treadway, D. C., Perrewé, P. L., Brouer, R. L., Douglas, C., Lux, S., Ferris, G. R., & Lux, S. (2007b). Political Skill in Organizations †. https://doi.org/10.1177/0149206307300813
Ferris, G. R., Witt, L. A., & Hochwarter, W. A. (2001). Interaction of social skill and general mental ability on job performance and salary. Journal of Applied Psychology, 86(6), 1075–1082. https://doi.org/10.1037/0021-9010.86.6.1075
Gerber, A. S., Huber, G. A., Doherty, D., Dowling, C. M., & Ha, S. E. (2010). Personality and political attitudes: Relationships across issue domains and political contexts. American Political Science Review, 104(1), 111–133. https://doi.org/10.1017/S0003055410000031
Kimura, T. (2015). A Review of Political Skill : Current Research Trend and Directions for Future Research *. 17, 312–332. https://doi.org/10.1111/ijmr.12041
Liu, Y., Ferris, G. R., Zinko, R., Perrewé, P. L., Weitz, B., & Xu, J. (2007). Dispositional antecedents and outcomes of political skill in organizations: A four-study investigation with convergence. Journal of Vocational Behavior, 71(1), 146–165. https://doi.org/10.1016/j.jvb.2007.04.003
Liu, Y., & Liu, X.-Y. (2018). Politics under abusive supervision: The role of Machiavellianism and guanxi. European Management Journal. https://doi.org/10.1016/j.emj.2018.08.002
Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23(6), 695–706. https://doi.org/10.1002/job.165
Munyon, T. P., Summers, J. K., Thompson, K. M., & Ferris, G. R. (2015). Political Skill and Work Outcomes: A Theoretical Extension, Meta-Analytic Investigation, and Agenda for the Future. Personnel Psychology, 68(1), 143–184. https://doi.org/10.1111/peps.12066
Nelson, D. L. (2013). The Facilitative Role Gender and Career Success : The Facilitative Role of Political Skill. December. https://doi.org/10.1016/j.orgdyn.2004.09.004
Nikolaou, I., Gouras, A., Vakola, M., & Bourantas, D. (2007). Selecting Change Agents: Exploring Traits and Skills in a Simulated Environment. Journal of Change Management, 7(3–4), 291–313. https://doi.org/10.1080/14697010701779173
Roccas, S., Sagiv, L., Schwartz, S. H., Knafo, A., & Schwartz, S. H. (2002). Personality and Social Psychology Bulletin. https://doi.org/10.1177/0146167202289008
Schwartz, M. S. (2005). Universal Moral Values for Corporate Codes of Ethics. 27–44. https://doi.org/10.1007/s10551-005-3403-2
Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25(C), 1–65. https://doi.org/10.1016/S0065-2601(08)60281-6
Schwartz, S. H., & Boehnke, K. (2004). Evaluating the structure of human values with confirmatory factor analysis. Journal of Research in Personality, 38(3), 230–255. https://doi.org/10.1016/S0092-6566(03)00069-2
Schwartz, S. H., Caprara, G. V., & Vecchione, M. (2010a). Basic Personal Values, Core Political Values, and Voting: A Longitudinal Analysis. Political Psychology, 31(3), 421–452. https://doi.org/10.1111/j.1467-9221.2010.00764.x
Schwartz, S. H., Caprara, G. V., & Vecchione, M. (2010b). Basic Personal Values , Core Political Values , and Voting : A Longitudinal Analysis A Longitudinal Analysis The Hebrew University of Jerusalem Gian Vittorio Caprara and Michele Vecchione University of Rome “ La Sapienza ” Running Head : Basic Personal Va. October 2017. https://doi.org/10.1111/j.1467-9221.2010.00764.x
Setyorini, T. D., Abidin, Z., Sulastiana, M., & Agustiani, H. (2020). The Political Skill Inventory : An Adaptation and Validation Study in Indonesia. 12(1), 5480–5494.
Silvester, J., Wyatt, M., & Randall, R. (2014). Politician personality, Machiavellianism, and political skill as predictors of performance ratings in political roles. Journal of Occupational and Organizational Psychology, 87(2). https://doi.org/10.1111/joop.12038
Treadway, D. C., Hochwarter, W. A., Kacmar, C. J., & Ferris, G. R. (2005). Political will , political skill , and political behavior Determinants of Political Behavior. Journal of Organizational Behavior, 26(October 2002), 229–245. https://doi.org/10.1002/job.310
Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, 33(5), 774–800. https://doi.org/10.1177/0149206307305562
Downloads
Published
Issue
Section
License
Authors who publish with this journal agree to the following terms:- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
.png)
