Implications for HR Managers and Organizational Leaders

Oct 13, 2025 by thesweetdesigns.com 121 views

Introduction

The influence of personality on employee performance is a topic of great interest in the field of organizational behavior, especially in the context of large companies such as PT. PLN (Persero) Parent Unit of the Sumatran Network Development I. This study aims to investigate and analyze how personality characteristics affect employee performance in the company. By using the survey method, this research collects primary data through questionnaires and secondary data through documentation studies.

Research Background

In today's fast-paced and competitive business environment, companies are constantly seeking ways to improve employee performance and productivity. One of the key factors that can influence employee performance is personality. Personality refers to the unique combination of traits, characteristics, and patterns of behavior that distinguish one individual from another. Research has shown that personality can play a significant role in determining an individual's job performance, job satisfaction, and overall well-being.

Research Objectives

The main objective of this study is to investigate the relationship between personality and employee performance in PT. PLN (Persero) Parent Unit of the Sumatran Network Development I. Specifically, this study aims to:

Identify the personality characteristics that are most strongly associated with employee performance
Examine the relationship between personality and job performance, job satisfaction, and overall well-being
Provide recommendations for HR managers and organizational leaders on how to use personality assessments to improve employee performance and productivity

Research Methodology

The population in this study consisted of 114 employees at PT. PLN (Persero) of the Sumatran I Network Development Unit. Of these, as many as 89 employees were used as samples using proportional stratified random sampling sample designs. The data analysis method used is quantitative descriptive analysis with multiple linear regression approaches. This approach was chosen to explore a complex relationship between personality and performance variables.

Data Collection

The data collection process involved two stages:

Primary Data Collection: A survey questionnaire was administered to a sample of 89 employees to collect primary data on personality traits, job performance, job satisfaction, and overall well-being.
Secondary Data Collection: Documentation studies were conducted to collect secondary data on company policies, procedures, and practices related to employee performance and development.

Data Analysis

The data analysis method used is quantitative descriptive analysis with multiple linear regression approaches. This approach was chosen to explore a complex relationship between personality and performance variables.

Research Results

The results showed that there was a significant influence between employee personality on their performance. The personality variables examined include aspects such as openness to experience, awareness, extroversion, hospitality, and emotional stability. Employees who have a high level of openness tend to be more innovative and able to adapt to change, which can directly improve their performance at work.

Deeper Analysis

The influence of this personality cannot be underestimated. Positive personalities, such as extroversion and friendliness, often contribute to a more collaborative and productive work environment. Conversely, employees with low emotional stability may have difficulty in overcoming work pressure, which can negatively affect their performance.

Implications for HR Managers and Organizational Leaders

The findings of this study have several implications for HR managers and organizational leaders:

Recruitment and Selection: Companies should use valid and relevant psychological assessment tools to select employees who possess the desired personality traits.
Training and Development: Companies should design training and development programs that cater to the needs of employees with different personality traits.
Performance Management: Companies should use performance management systems that take into account the personality traits of employees.

Conclusion

Overall, this research provides valuable insight to PT. PLN (Persero) Main Unit of the Sumatra I Network Development in optimizing employee performance. By recognizing the influence of personality, companies can design more effective training and development programs, and create a supportive work environment. This will not only increase productivity but also employee job satisfaction, which ultimately contributes to the success of the organization as a whole.

Limitations of the Study

This study has several limitations:

Sample Size: The sample size of this study is relatively small, which may limit the generalizability of the findings.
Measurement Tools: The measurement tools used in this study may not be comprehensive or valid, which may affect the accuracy of the findings.

Future Research Directions

Future research should aim to:

Replicate the Study: Replicate this study with a larger sample size to increase the generalizability of the findings.
Use More Comprehensive Measurement Tools: Use more comprehensive and valid measurement tools to assess personality traits and job performance.
Examine the Relationship between Personality and Other Variables: Examine the relationship between personality and other variables, such as job satisfaction, overall well-being, and organizational commitment.

Q: What is the main objective of this study?

A: The main objective of this study is to investigate the relationship between personality and employee performance in PT. PLN (Persero) Parent Unit of the Sumatran Network Development I.

Q: What are the personality characteristics that were examined in this study?

A: The personality characteristics that were examined in this study include aspects such as openness to experience, awareness, extroversion, hospitality, and emotional stability.

Q: What is the significance of this study?

A: This study provides valuable insight to PT. PLN (Persero) Main Unit of the Sumatra I Network Development in optimizing employee performance. By recognizing the influence of personality, companies can design more effective training and development programs, and create a supportive work environment.

Q: What are the implications of this study for HR managers and organizational leaders?

A: The findings of this study have several implications for HR managers and organizational leaders, including the use of valid and relevant psychological assessment tools to select employees, designing training and development programs that cater to the needs of employees with different personality traits, and using performance management systems that take into account the personality traits of employees.

Q: What are the limitations of this study?

A: This study has several limitations, including a relatively small sample size, which may limit the generalizability of the findings, and the use of measurement tools that may not be comprehensive or valid.

Q: What are the future research directions?

A: Future research should aim to replicate this study with a larger sample size, use more comprehensive and valid measurement tools, and examine the relationship between personality and other variables, such as job satisfaction, overall well-being, and organizational commitment.

Q: How can companies use the findings of this study to improve employee performance and productivity?

A: Companies can use the findings of this study to design more effective training and development programs, create a supportive work environment, and use performance management systems that take into account the personality traits of employees.

Q: What are the benefits of using personality assessments in the workplace?

A: The benefits of using personality assessments in the workplace include improved employee performance and productivity, increased job satisfaction, and a more supportive work environment.

Q: How can companies ensure that they are using valid and relevant personality assessments?

A: Companies can ensure that they are using valid and relevant personality assessments by using assessments that have been standardized and validated, and by using assessments that are tailored to the specific needs of the organization.

Q: What are the potential risks of using personality assessments in the workplace?

A: The potential risks of using personality assessments in the workplace include the potential for bias and discrimination, and the potential for employees to feel uncomfortable or anxious about being assessed.

Q: How can companies mitigate the potential risks of using personality assessments?

A: Companies can mitigate the potential risks of using personality assessments by ensuring that the assessments are used in a fair and transparent manner, and by providing employees with clear information about the purpose and process of the assessment.

Q: What are the future implications of this study?

A: The future implications of this study include the potential for companies to use personality assessments to improve employee performance and productivity, and the potential for researchers to explore the relationship between personality and other variables, such as job satisfaction, overall well-being, and organizational commitment.