The creative development test model improves the performance of committee members by using the big five personality test
- (0) Download
https://www.eduzhai.net International Journal of Applied Psychology 2015, 5(3): 73-82 DOI: 10.5923/j.ijap.20150503.03 Detection Model of Creativity Development to Improve the Council Members’ Performance by Using the Big Five Personality Detection Hardani Widhiastuti*, Gusti Yuliasih Faculty of Psychology, Semarang University, Central Java, Indonesia Abstract This study aims to analyze the influence of the Big Five Personality factors which consists of Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness, the Creativity and its implications to the performance of Regional People's Representative Council of Central Java Province 2009-2014 and 2014-2019 period. A total of 58 Council members of parliament who were still active Semarang taken as research subjects. This study uses a quantitative research, with making all members of the institution to be the subject of research or population study. Linear Regression Analysis of the two stages were used to analyze the data in this study with SPSS 21. The results showed that three factors of the Big Five Personality had signifcantly positive effect on creativity namely Neuroticism with t count of 2,377 with sig .0.021, Openness to Experience with t count of 2.243 sig. 0,029 and Conscientiousness with t count of 2,088 with sig. 0,042. In the regression test stage II, the result of the t value was -18,379 with a sig. 0,352. In short, the Big Five Personality affect positively and significantly on creativity and t hay have implications on the performance of the legislators of Semarang City. The implication of this study is that it should be the selection of the members of the board need to be an emphasis on a personality that is Neuriticism, Openness to experience and Conscientiousness to detect the success of the creativity that support the performance of board members. Keywords Big Five Personality, Creativity, Performance, Council 1. Introduction Regional Representatives Council (DPRD) is a form of people's representative institutions (provincial/district / city) in Indonesia, which serves as an element of local government. The position of Parliament is set by law, i.e. Law No. 27 of 2008. Parliament is based in each administrative region, namely (1) the Provincial Parliament, based in the provincial capital. (2) The Council District, located in the district capital. (3) DPRD city, located in the city. Parliament is a partner in terms of regional heads; (1) legislate, relating to the establishment of local regulations, (2) the Budget, relating to the powers of the regional budget (APBN), and (3) Supervision, has the authority to control the implementation of regulations and other rules and policies of the local government. The tasks of the legislators are very complex, and therefore they are required a strong personal, dedication, insight, and full of creativity people. With such a complex task, it takes strength to face the challenges and barriers, so * Corresponding author: email@example.com (Hardani Widhiastuti) Published online at https://www.eduzhai.net Copyright © 2015 Scientific & Academic Publishing. All Rights Reserved that the performance of legislators of Semarang City can be managed properly. This is consistent with the Sonnentag theory , that the performance orientation is positively as sociated with whether or not a job is related to a person's effort in achieving its objectives. Big Five Personality is one of the personality theory developed in the early 20 th century. This theory has five personality factors, each factor has six facets. Thus, the Big Five Personality has 30 elements underlying one’s personality. With the discussion of the more unique personality, it is expected to detect the Council members’ creativity in order to improve their performance. Freud  explains that creativity emerged as part of a defense mechanism. The research conducted by the Indonesian Parliamentary Social Concern Forum (Formappi)  showed that 83.8 percent of members of the House of Representatives performed unsatisfactory. This was indicated by 61.3 percent of them got bad score and 22.5 percent of them were rated very poor. Results of this study was similar to the opinion of Saut  the performance of the Council 2009-2014 were obtained by collecting attendance lists, minutes of meetings of the commission, the discussion of the draft regulations that did not meet the target. Research Lucius , quoted by Reuters, also said that of the 70 National Legislation 74 Hardani Widhiastuti et al.: Detection Model of Creativity Development to Improve the Council Members’ Performance by Using the Big Five Personality Detection Program only 7(seven) Act were generated. Thus there was a decrease of about15.25 percent. The problems that arise currently are a lot of news about the negative performance of the Council members, among others are the working hours are often ignored so that many of them are absent during the session, performance results are less visible, and many of the Council members do corruption. Based on the above problems, the research questions are generated as follows: 1. How can the performance of the Council members be improved? 2. What kind of model can be used to improve the Council members’ creativity? 3. Can the personality of the Council members develop their creativity? This study is conducted as an effort to improve the performance of the legislators of Semarang City. The benefits of this research is not only to the development of science Industrial and Organizational Psychology but also to find solutions or to give feedback to candidates as well as the Council members about the Big Five Personality factors that can improve their performance through the development of creativity. The novelty of this study is to examine the performance of the Council members with creativity through personality detection. 1.1. Research Objectives 1. To formulate a model of creativity development of the Council member, related to the personality and performance of Council members. 2. To determine the relationship between personality and creativity development of the Council members. 3. To determine the relationship between personality and creativity development of the Council members in order to improve their performance. 1.2. Urgency of the Research The urgency of this research are as follows: a. Practical implications: In an effort to contribute ideas to the base scientific for improving the performance of members of the board through the study of the Big Five Personality council members. It is expected the board members can increase creativity. b. Theoretical implications: In an effort to improve the institutional and scientific relations especially in the field of industrial and organizational psychology, as well as efforts to develop applied sciences Industrial and Organizational Psychology, not only in the company, but rather applied in the House of Representatives. 2. Review of Literature A. Performance Performance is closely related to patterns and planning of an organization or company. In the day-to-day execution, the performance can describe an effort to resolve someone’s business. With the effort and creativity, it is indirectly expected to reach the target task. Differences in high and medium performance are not only in the pattern of results, but also in the purpose for which they achieve . According to Ruky  performance is more on an individual achievement that has been accomplished in accordance with the information recorded in the agenda of the company or organization, it is about the results achieved with in the specified time frame. Thus, the performance is more on task achievement measured in the time period, which consists of labor productivity, commitment, loyalty, attitude and behavior, as well as self development. On the other hand, performance in the company or organization must go through the stage of assessment in order to see the achievement or the work of an employee in completing the work. An assessment of the performance needs to be done effectively and regularly in order toget the results of a general instrument to measure performance in providing estimated capital performance . Greer ; Kreitner & Angelo ; Ivancevich ; and Simamora , agreed that the performance can effectively support the strategi cimplementation of the business. If employee sunder stand which the dimensions are evaluated and understand the benefit soft he assessed aspects of their work, they will percieve fairly and valid of their assessed performance. Sharpley  in the findings of the theory of a link between the performance of the position where the employee works, suggests six things to consider, namely: (1) personal selection process, which is related to personality factor and capabilities. (2) Qualification and training requirements for various professions. (3) The basic norm group (candidates, student or professional groups). (4) Score criticism of thought and personality characteristics that are risk factors. (5) The difference between the two individuals as the best potential compared with other groups, and (6) to the overall perception of individuals and ideas about the constitution of behavior that impacton the performance of professional and managerial jobs. The factors that are determinant component of performance according to Gatewood  are divided into three types of criteria that may lead to changes in performance at a particular time, namely (1) Performance consistency, this criterion consists of the factors of individual differences. (2) Evaluation consisten cychanges caused by a person against organizations such as the purpose of work and job design, and (3) Measurement reliability, in this case it is highly dependent on measurement techniques International Journal of Applied Psychology 2015, 5(3): 73-82 75 use data different time and place. Meanwhile, according to Kreitner and Angelo  the components that affect the performance assessment is salary, work, and the identification of the individual (decisions, termination of personnel). Aspects of performance by Komaki et. al.  used in his research en titled "A Rich and Rigorous Examination of applied behavior analysis Research in The World of Work", areas follows: (1) production, (2) the accuracy of time, (3) security, (4) attention to customers or clients, (5) customer service, (6) report, (7) supervision, (8) the results of the deposit, and (9) the seller. In contrast, Simamora  argues that the ultimate success of one’s performance is not always determined by the dimensions of performance. In order to apply optimal organization, there are three dimensions related to the individual's performance, namely: (1) Attract and retain people in the organization which can be interpreted that the organizations hould minimize employee turnover, absenteeism and tardiness, (2) Completing tasks is reliable, an organization must have a benchmark in terms of benchmarks minimal quantity and quality on performance, and (3) have an innovative and spontaneous behavior, in this case it needs to consider cooperation, the emergence of constructive ideas and creativity, supportive training and attitude both to themselves and customers and the general public. One of the factors that affect performance is personality factor. It is in accordance with Baron and Jerald opinions . They stated that personality is one of the important factors that support successful performance, particularly with the regard to the confidence shown in the successful completion of a specific task, because there are interests, strengths, and generalization in it. The other factor that affects performance is creativity as conveyed in Supriadi research . He stated that the ability is personality in general, including intellectual and creativity. Personality factors also affect a person's performance. This is consistent with research Sugiyanto  that personality does not directly affect performance, but through work motivation. Effective performance assessment should be done to get the instrument to a particular level of performance in order to provide capital istimasi performance . In addition, it can be associated with the behavior of individuals thinking about the possibility of success in the workplace. B. The Big Five Personality The procedures used by the researchers, who is trying to find a fundamental elemen to the personality are by analyzing the words in the item scale preparation used by the research subjects. Big Five personality has relatively stable reliability and validity, until someone grows up . Personality theory approach is often used to find solutions to personal difficulties. For example in Freud research about introspection, research Jung about the ability to perform vision and interest in the experience, Rogers examined with an optimistic approach to face the challenges a head and Erikson found out about the unique identity of the self  Model of individual differences would be easily demonstrated by several levels called "Big Five" dimensions. Goldberg  suggest in the discovery of his research that the dimensions of that "Great" means that there are several more specific sub factors of someone’s personality. "Big Five" is hardly reach able and abstractin the hierarchy of personality. Eysenck called it "Super factors". Although different interminology for the "Big Five", the factors, among others, are Neuroticism(N) or Neuroticism, Extraversion(E), Opennes to Experience (O) or Disclosure of experience, Agreeableness (A) or the Agreement, and Conscientiousness (C), or accuracy. Five Factor Personality is designed to look at a person's temperament personality most important in his life. The most basic lexical hypothesis is that individual differences in human transactions will be coded as a single terminology or all of the languages in the world . Variations of individual differences are rather on acombination of the facets. Goldberg  illustrates the significance of these factors. Emotional sensitivity is a part of Neuroticism (N) with the other side of the negative feelings, including anxiety, sadness, irritability, and nervousness. Disclosure of experience factor (O) is represented by the breadth, depth and complexity of the individual's mental life experience. Extraversion (E) and factor Agreement factors (A) are more interpersonal, which means that the act of a person is in relation to others. Accuracy factor(C) has been described earlier, is more related to the duties and behavior as the ultimate goal and self-controlas social factors. Big Five Personality Influence on Performance Barrick and Mount  studied the Five Factor Personality in connection with the performance. They used the correlation of the Five Factor Personality as a predictor of performance and proficiency in five levels of training on the job. The result is Extraversion factor affects the performance of the manager's job level, Agreement factor affects the performance for the manager's job level and the police, while the Accuracy factor affects the performance for all levels of employment, Neuroticism factor affects the performance of the police and Openness factor on experience and Extraversion factor influences the performance to the level of proficiency in providing job training. Results of other studies indicate that the highest level in Accuracy and emotional Stability factors is associated with a high level of the performance in relation to the entire position and performance measurement . C. Creativity Development Described in some theories, creativity is emerged when someone has to deal with the problems. The more the problems the higher the demands are. This will bring ideas and creativity in handling the probelm and their prevention. Self-defence mechanism that generates thoughts and new ideas is one’s creative product, which is sometimes considered as amajor cause of creativity . 76 Hardani Widhiastuti et al.: Detection Model of Creativity Development to Improve the Council Members’ Performance by Using the Big Five Personality Detection Carl Jung  suggests that the role of the unconscious in the highest thres hold which a person experiences is very valuable, especially with regard to one's creativity. The subconscious is formed in the past. During the process, ideas, findings, theories, as well as new works usually appear. It is this processled to the formation of human existence in terms of creativity. Creative Process Wallace  is one of the theory inventors of creative process. In his book "The Art of Thought" he explained that the creative process includes four stages (1) Preparatory Phase, i.e. someone prepares to solve the problem by collecting data / information, studies the patterns of thinking of others, asks others, (2) Incubation Phase, at this stage the person does the information gathering process, in the sense that the individual escapes temporaryly the problems faced. He does not consciously think about the problem, but "incubate ' it in his pre-conscious, (3) Illumination Phase, it is the phase of the emergence of" insight "or" Aha Erlebnis ", i.e. the moment where inspiration or new ideas appear, and (4) Verification Phase, it is the testing phase or new creative ideas to reality. At this stage critical thinking and convergent are needed, because the process of divergence (creative thinking) should be followed by a process of convergence (critical thinking). According to Sternberg , one's creativity emerges from the three common psychological attributes we find namely intelligence or cognitive style, personality and motivation. Those psychological attributes directly form some aspects of creativity, such as (1) the personal aspect, this aspect appears with the interaction that is considered unique in its environment. Based on that environment, someone develops creativity. (2) the driving aspect, this aspect emerges as the driving force of creativity to make efforts to encourage internal and external side of the environment, (3) process aspect, this aspect is a manifestation aspects of the process and observation of problems, so some alligation appear such as lack of data problems, assess and some hypothesis are tested, and (4) Product aspects, this aspect emphasis more on what is produced from the process aspect. Creativity is formed from the things. It creates something new, original, and meaningful. With the creativity aspect, the inventor of the theory of creativity concluded that the creativity of every person principally is based on four issues, namely the personal aspect, driving aspect, process aspect, and product aspect. But it will be different from one another in terms of quality and quantity, depending on ability. Based on the above theories, the connection of each theory can be summed up in a picture frame of the study as shown in Figure 1. Based on the research framework, six hypotheses are generated: (H1) There is a positive and significant influence between Neuroticism and Creativity. (H2) There is a positive and significant influence between Exstraversion and Creativity. (H3) There is a positive and significant influence between Openness to experience and creativity. (H4) There is a positive and significant influence between Agreeableness and Creativity. (H5) There is a positive and significant influence between Conscientiousness and Creativity. (H6) There is a positive and significant impact among the Big Five Personality of the creativity that has implications for the performance of the Council. H1 Neuroticism Extraversion H2 Openness to H3 Experience Agreeableness H4 H5 Conscientiousness Creativity H6 Performance of The Council members Figure 1. Research Framework International Journal of Applied Psychology 2015, 5(3): 73-82 77 3. Research Method The operational definition of the variables employed in this research can be seen in the following table: a. Performance Indicators of the Council Members  Presence Performance of the Council members, which can be written in a mathematical model as follows: Stage I Y1 = β0 + β1 X1 + β2 X2 +β3 X3 +β4 X4 + β5 X5 + ε Stage II Y2 = α0 + α1 Yˆ +ε Note: The quantity and quality Innovative, constructive, creative Council Members’ Performance Performance is defined as an achievement of each Council member in a certain period of time consisting of the presence, quantity and quality of work performance, innovative, creative, and loyal behavior. b. Creativity Indicator of the Council Members Sternberg , Personal Aspect Driving Aspect Process Aspect Council Members Creativity Product Aspect Creativity is defined as the work as a Council member in the form of new, original, and meaningful, which is revealed through the personal, driving, processes and products aspects. C. Big Five Personality Indicators Goldberg  Neuroticism Extraversion, Openness to Experience (Big Five Personality) Y1 = Creativity Y2 = Performance of the Council members Yˆ = Regression predictive value Stage I β0, α0 = Constants β1-5 = Regression coefficient X1 = Neuroticism, X2 = Extraversion X3 = Openness to Experience X4 = Agreeableness, X5 = Conscientiousness, = error Of the total number of 100 study subjects according the number of members of the Council of Central Java Province, using census research / population study, considering the limited participation or research subject a number of 58 with characteristics male gender 32 people and women 26, aged between 40-58 years who are registered as members of the Board of Central Java Province. Data were taken at the parliament building in the 8th wave Prov. However, despite the limited number of subjects, in accordance with the opinion of Ferdinand  the samples hould be greater than 30 and less than 500. Thus, the number of the subjects had met the requirement for research. Scale was distributed to all members of the Council in four stages in accordance with the Commission's agenda or Assembly time table in March and April 2015. Validity test was done by comparing the value of r-count with r-table. Research data normality test of the first and the second stage use done sample Kolmogrorov-Smirnov test. Moreover, Cronbach Alpha  was used as the reliability test. Heteroskedastisity testing was done by observing the Scatterplot between Standardized Predicted Value (ZPRED) and Studentized Residual (SRESID), and multicolinearity test. Agreeableness Conscientiousness A. Research Method The research was conducted using quantitative research methods. Data were analyzed using linear regression two stages or Two Stage Least Square (2SLS) with SPSS 21. The first stage was to performa regression factor of the Big Five Personality to Creativity. The second stage was to perform a regression predictive value of the first regression on the 4. Result Before analyzing the data, the validity test was done by comparing the value of r-count with r-table. The variables of the Big Five Personality, creativity and performan ceresulted in r-count value between 0.279 to 0.8 larger than ther-table (n =58 and a significance level of 5%) of 0.254 thus the scores of items in this study are valid. In addition, the reliability test of the variables used in this study results in Cronbach Alpha value between 0.75 to 0.81 greater than 0.6, thus the data are declared reliable (Nunuly 78 Hardani Widhiastuti et al.: Detection Model of Creativity Development to Improve the Council Members’ Performance by Using the Big Five Personality Detection in Ghozali, 2011). Based on the calculations of the validity and reliabity all variables the results are; Neuroticism, all items N = 58, Valid 100%, Reliability Cronbach's Alpha 0.817 to N 12, Extraversion, all items N = 58, Valid 100%, Reliability Cronbach's Alpha 0.829 to N 12, Openness to Experience, all items N = 58, valid 100%, Reliability Cronbach's Alpha 0.788 to N 12, Agreeableness, all items N = 58, valid 100%, Reliability Cronbach's Alpha 0.799 to N 12, Conscientiousness, all items N = 58, valid 100%, Reliability Cronbach's Alpha 0.823 to N 12, Creativity, all items N = 58, Valid 100%, Reliability Cronbach's Alpha 0.793 to N 16, performance, all items N = 58, Valid 100%, Reliability Cronbach's Alpha 0.759 to N 3. Research data normality test of the first and the second stage using one test sample Kolmogrorov-Smirnov with the regression results of stage Igenerates asymp value Sig.0,201 and asymp value of the regression stage II shows that Sig. 0.623 is higher than α=0.05, thus the distribution of data is normal. Heteroscedasticity testing is done by observing the Scatter plot between Standardized Predicted Value (ZPRED) and Studentized Residual (SRESID). Whether there is a specific pattern in the Scatterplot chart between SRESID and ZPRED where Y is a Y axis that hasbeen predicted and the X axis is the residual (real prediction Y-Y). If there is a specific pattern, such as dots that form a particularly regular pattern (wavy, widened then narrowed), then heteroscedasticity occurs and vice versa (Ghozali, 2011). The test results of heteroscedasticity with Scatter plot shown in Figure 2 can be seen that the dots do not form a clear pattern, and the dots spread above and below number 0 on the axis Y. Therefore, it can be concluded that there is no heteroscedasticity problem in this research model, as shown below: Test of Hetero RegressionStage I Test of Hetero RegressionStage II Source: Processed Primary data, 2015 Figure 2. Table 1. Multicolinearity test No Free Variabel Collinearity Statistics Tolerance VIF 1 Neuroticism 2 Extraversion 3 Open to Experience 4 Agreeableness 5 Conscientiousness 0.781 0.628 0.468 0.789 0.620 1.281 1.593 2.135 1.268 1.613 Source: processed primary data, 2015 Remarks Multikol free Multikol free Multikol free Multikol free Multikol free International Journal of Applied Psychology 2015, 5(3): 73-82 79 Based on the above table, it can be explained that the tolerance value is bigger than 0.10 and VIF is lower than 10 (<10) for all used independent variables. This indicates that this research is free from multicollinearity. However, the multicollinearity test in the second stage is not necessary to be done, because there is only one independent variable an done dependent variable in the linear regression. The result summary of the first and the second stage regression analysis can be seen in Table 2 and Table 3. Table 2. Regression Stage I Unstandardized Standardized Independent Variable Coefficients Coefficients t Sig. B Std. Error Beta (Constant) -2.950 17.660 -.167 .868 Neuroticism .360 .152 .266 2.377 .021 Extraversion .017 .223 .009 .075 .940 Open to Experience .461 .205 .324 2.243 .029 Agreeableness .033 .138 .026 .237 .814 Conscientiousness .447 .214 .262 2.088 .042 a. Dependent Variable: Creativity Based on Table 2, the regression equation can be written as follows: Creativity = -2,95 + 0,360 Neuroticism + 0,017 Extraversion + 0,461 Openness to Experience + 0,033 Agreeableness + 0,447 Conscientiousness As described in the above regression equations, it shows that Openness factor to Experience (46.1%) influence the most oncreativity, and after that conscientionousness factor (44.7%) takes the second place as an influential factor on creativity, and Neuroticism is the third most influential factor on creativity (36%). In addition, the Extraversion factor (1.7%), and Conscientiousness factors (3.3%) based on statistical analys is shows no effect. Thus, in this study the all items of the Big Five Personality variables show a positive sign. The results of the data analysis of Neuroticism give t value of 2.377 (positive) with a significant value of 0.021 which is smaller than the significant level used α=0.05 (Table 2). This shows that Neuroticism factor affects positively and significantly on creativity. Thus the first hypothesis (H1) which stated that there is a positive and significant influence between Neuroticism and creativity is acceptable. Extraversion variable gives t value of 0.075 (positive) with significant value 0.940 which is greater than the significance level used α = 0.05 (Table 2). This proves that the Extraversion factor does not affect significantly on creativity. Therefore, the second hypothesis which states that there is a positive and significant influence between Extraversion and Creativity is rejected. The t value of Openness to experience variable is 2.243 (positive) with significant value 0.029 which is smaller than the significant level used α = 0.05 (Table 2). This suggests that the Openness to Experience factors affects significantly onc reativity. The t value of Agreeableness Variable is 0.237 (positive) with significant value 0.814 which greater than the significant level used α = 0.05 (Table 2). This proves that the Agreeableness factor has no significant effect on creativity. Thus the fourth hypothesis which states that there is a positive and significant influence between Agreeableness and Creativity is rejected. The t value of Conscientiousness Variable is 2.088 (positive) with a significant value of 0.042 which is smaller than the significant level used α = 0.05 (Table 2). This proves that the Conscientiousness factor has positive and significant effect on creativity. Thus, the fifth hypothesis which states that there is a positive and significant influence between Conscientiousness and Creativity is acceptable. The sixth (H6) hypothesis which states that the Big five Personality variables affect creativity that has implications on the performance of the Councilis tested in the second-stage regression with the following results: The results of the analysis can be included in the equation as follows: Council performance = -18,379 + 0,352 Creativity The above linear regression equation shows that the variable of creativity gives a positive value. It means that someone who has a tendency of Big Five Personality willin crease the creativity that has implications on the performance of the Council members. The t value of Creativity variable is 8.164 (positive) with a significant value of 0.000 which is smaller than the significant level used α=0.05 (Table 3). This proves that creativity affects significantly on the performance of Council members. Thus the sixth hypothesis which states that there is a positive and significant influence among the Big Five Personality on creativity that has implications for the performance of the Councilis accepted. Table 3. Regression Stage II Variabel Bebas (Constant) Predicted Value Kreativitas Unstandardized Standardized Coefficients Coefficients t Sig. B Std. Error Beta -18.379 4.443 -4.137 -18.379 .352 .043 .737 8.164 .352 a. Dependent Variable: Council Performance Coefficient Test of determination (R2) Table 4. Coefficient Test of Determination of Regression Stage I Model 1 R .702a R Square .492 Adjusted R Square .443 Std. Error of the Estimate 11.05765 a. Predictors: (Constant), Conscientiousness, Agreeableness, Neuroticism, Extraversion, Open to Experience b. Dependent Variable: Kreativitas 80 Hardani Widhiastuti et al.: Detection Model of Creativity Development to Improve the Council Members’ Performance by Using the Big Five Personality Detection The coefficient value of determination in linear regression in the first stage is indicated by the adjusted R2 of 0.443, which means that the 44.3% of Big Five Personality variables consisting of Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness factors are able to explain the variation of Creativity. More over, Table 5 containing the test coefficient results of determination in second stage regression show adjusted R2 of 0.535, which means that 53.5% of creativity variable is able to explain the variable performance of the Council. Table 5. Coefficient Test Determination of Regression Satge II Model 1 R .737a R Square .543 Adjusted R Square .535 Std. Error of the Estimate 3.38583 a. Predictors: (Constant), Predicted Value Creativity b. Dependent Variable: Council performance 5. Discussion Based on the results of statistical analysis, Neuroticism factor in this study affects creativity. As a result when the Council members have good emotional stability, they are creative to over come the existing problems. This is consistent with the Pervin theory  that creativity is influenced by a person's consciousness and unconsciousness. Openness to Experience which is in line with statistical data analysis impacts creativity, let alone it is supported by facet-facet that exist within the Openness to Experience factors, namely the facet of encouragement of ideas, values. However facet of having fancy to fantacy and loving beautiful things is against creativity indicators of Council members. Parvin research results  indicate that Openness to Experience affects performance for certain jobs. With the results of this study, this factor suits the job as a member of the Council. Conscientiousness has an effect on creativity. Thus, Conscientiousness significantly impacts on creativity. When linked with the results of theoretical thought of Wallace  creativity appeared through the stages of the process, namely preparation, incubation, illumination, and verification, in accordance with the existing facet on Conscientiousness factors that is "struggled to get to the goal", commitment to achieve the goal supports creativity. Intellectual becomes one of optimum facets that will make one's creativity increases, because the process can be done well. Regarding intellectual, Jauk et. al.  in their research findings showed that high intelligence will present conditions of high creativity as well. Although intelligence in this context is to test different indicators of potential, the increase occurs only in the potential for creativity rather than on the source of the increase. The analysis test in stage one reveals that the Big Five Personality affects the performance, but not directly influences the personality of the performance, but through creativity variables. Not all elements of the Big Five Personality affect creativity such as Extraversion and Agreeableness. This is in line with Buchanan et. al. research  that the closeness of the group related to the personality of every group member affects the creativity of the group, especially Openness to Experience and Conscientiousness. Where as Extraversion in fluencing creativity is on the second place, although it is not proven in this study. Thus, the success of the members of the Council in resolving a problem in a job using creativity, is influenced by personality, especially Neuroticism, and Openness to Experience and Conscientiousness. One finding in this study is that personality, especially the Big Five Personality has implications on performance, taking into account the influence of creativity of the Council members. The result of the second stage is in line with Barrick, Piotrowski, and Steward  i.e. personality is related to work performance particularly jobs or tasks that are related to cognition. Barrick further argued that the Extraversion and Conscientiousness factors illustrate the results more when it is linked with performance. However, there search by Salgado  reveals that Neuroticism can also affect performance, although he result is small. In brief, the result of data analysis yeilds a variable model, as follows: Neuroticism Openness to Experience Conscientiousness Creativity Performance International Journal of Applied Psychology 2015, 5(3): 73-82 81 The analysis results of the influence of the Big Five Personality on creativity can be explained that the elements of personality have edequately strong evidence as the stimulator of the Council creativity. Thus, the demands of creativity on ideas, and strategies to achieve the purpose of each Commission in Parliament their parties, impact on the diverse creativity among members of the Councilin solving problems that occurin the community. The performance results of the Council members consisting of the presence attendance, community service, and the achievement of employment targets, directly illustrates the influence of creativity. The results of the statistical data analysis can also be proven by observations made by the researcher for nearly a month, starting from March 20 to April 22, 2015 by CCTV that we put on four points, such as in the hall way of the Councilroom, in the Commission A room, and two points in the Plenaryhall. The CCTV was installed to monitor the behavior of the Council members everyday from10 to16.00. Observations were done via laptop and it was mobile so that the activity was not known them. The result of the observation shows that with a total of 90 Council members, only a few of them appeared in Parliament, others were not observed showing up. It is most likely that the 58 Council members who were surveyed are those who stand out in three of the Big Five personality factors such as Neoroticism, Openness to Experience, Conscientiousness. While the other 32 members are those who stand out in the other two personality such as Extraversion dan Agreeableness, as they tend to possess less creativity. 6. Conclusions and Recommendations Based on there search findings, it can be concluded as follows: (1) There is an effect between Big Five Personality and creativity. Partially Neuroticism and Openness to Experience and Conscientiousness affect creativity. So that when there sults of this study are applied to Central Java Province Council members daily life, not all elements of the Big Five Personality affect the their performance. Extraversion, Agreeableness, do not significantly affect creativity. It means that the Council members who have Neuroticism, Openness to Experience and Conscientiousness personality tendencies will be able to enhance creativity, (2) There is an effect together in the Big Five Personality Factors Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness to Creativity which has implications on the performance of members of the Board. Recommendations Big Five Personality Factors which consists of Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness, psychological tests should be done to select candidates who have skills that are expected to support creativity, particularly in three factors: Neuroticism, Openness to Experience, and Conscientiousness. As a result, prospective Council members of Central Java Province are more committed to serving the community. REFERENCES  Sonnentag, S. (2000). Expertise At Work: Experienceand Excellent Performance. International Review of Industrial and Organizational Psychology, 15, 223-264.  Pervin, L. A., Cervone, D., & Oliver, P. J. (2012). Psikologi kepribadian: Teori dan Penelitian (edisi ke-9). Kencana Prenada Media Group. Jakarta.  Forum Masyarakat Peduli Parlemen Indonesia (Formappi). (2014). Penelitian: “83 Persen Anggota DPR Berkinerja Buruk”. Tempo.Co. Diunduh dari: http://pemilu.tempo.co/re ad/news/2014/04/03/269567571/Penelitian-83-Persen-Angg ota-DPR-Berkinerja-Buruk.  Saut, P.D.. (2014). Penilaian Kinerja DPR Versi Formappi : Mayoritas Rapornya Sangat Buruk. Detik News. Diunduh dari: http://news.detik.com/read/2014/04/03/130750/254432 6/10/penilaian-kinerja-dpr-versi-formappi-mayoritas-raporny a-sangat-buruk.  Lucius. (2013). Rapor Kinerja DPR Periode 2013 “Jeblok”. Republika.Co.Id. Diunduh dari : http://www.republika.co.id/ berita/nasional/umum/13/11/20/mwjjyr-rapor-kinerja-dpr-pe riode-2013-jeblok.  Ruky, A. (2002). Sistem Manajemen Kinerja. PT. Gramedia Pustaka Utama. Jakarta.  Dunnette, M. D., & Hough, L. M. ( 1998). Handbook of Industrial and Organizational Psychology; Consulting Psychologists Press.Inc. Palo Alto. California.  Greer, C. R. (1995). Strategy and Human Resources, A General Managerial, Perspective. Prentice-Hall.Inc. New York.  Kreitner, R., & Angelo, K. (2001). Organizational Behavior. McGraw-Hill Companies. North America.  Ivancevic, J. M. (2001). Human Resource Management, McGraw-HillCompanies, New York.  Simamora, H. (2005). Manajemen Sumber Daya Manusia. STIE YKPN. Yogyakarta.  Sharpley, D. (1998). Personality Profiles, and The Dynamics of High Performance. Diunduh dari: http://www.david.co.uk /Pagefiles/pp%2022%20. pdf. Based on the above results, it is suggested that Central Java Province Council members should always sharpen their skills and creativity to improve their performance. Moreover, although the Council members basically already have optimal capabilities in accordance with the personality of the  Gatewood, R. D., Field, H. S., & Barrick, M. (2011). Human Resource Selection 7th Ed. South-Western. Cengage Learning. USA.  Komaki, J. L., Coobs, T., Redding, T. P., & Schepman, S. ( 2000). “ A Rich and Rigorous Examination of Applied 82 Hardani Widhiastuti et al.: Detection Model of Creativity Development to Improve the Council Members’ Performance by Using the Big Five Personality Detection Behavior Analysis Research in The World of Work”. International Review of Industrial and Organizational Psychology, 15, 265-367.  Baron, A. R., & Jerald, G. (2000). Behaviorin Organization: Understanding & Managing The Human Side of Work, Prentice Hall International Inc. Canada.  Supriadi. (2013). “Studi tentang Kinerja Pegawai Puskesmas kecamatan Sesayap Hilir Kabupaten Tana Tidung”. E Journal Pemerintah Integratif. 2013. 1 (3):304-318. ISSN 2337-8670.ejournal.pin.or.id@Copyright. 2013.  Sugiyanto. (2008). Pengaruh Kepribadian, Kemampuan dan Motivasi Terhadap Kinerja. Diunduh dari: http://jurnal.utm. ac.id/index.php/ipi/article/view/158/156.  Staw, B. M. (1991). Psychologycal Demension of Organizational Behavior. Colliner Macmillan Canada Inc. New York.  Pervin.L. A., & Oliver P. J. (2000). Personality Theory & Research. 8th edition. JohnWiley & Sons Inc. New York. p 256-271.  Goldberg, L. R. (1990). “An Alternative Description of Personality: The Big Five Factor Structure”. Journal of Personality and Social Psychology, 59, 1216-1229.  Barrick, M. R., & Mount, M. K. ( 1991). “ The Big Five Personality Dimensions and Job Performance: A Meta-Analysis”. Personal Psychology Journal,44, 1-26.  Salgado, J. F. (1997). “The Five Factor Model of Personality and Job Performance In The European Community”, Journal of Applied Psychology, 82(1), 30-43.  Wallace, A. R. (2010). The Art of Thought. LIPI Press. Jakarta.  Strenberg, R. J., & Lubart T. I. (1999). Handbook of Creativity. UK: Cambridge University Press.  Ferdinand, A. (2011) Metode Penelitian Manajemen. Badan Penerbit Universitas Diponegoro Semarang.  Ghozali, I. (2011). Aplikasi Analisis Multivariate Dengan Program IBM SPSS 19. Badan Penerbit UNDIP. Semarang.  Jauk, E., Mathios, B., Beate, D., and Aljoscha, C.N.”, The relationship between Intelligence and Creativity; New Support for The Tresshold Hypothesis by Means of Empirical Breakpoint Detection. Journal of Intelligence. July 2013. 41(4): pp. 212-221.  Buchanan, L.B., Roseanne, J.. (1998). The Impact of Big Five personality Characteristics on Group Cohesion an Creativetask Performance. Desertation of Philosophy in Psychology. Blacksburg. Virginia.  Barrick, M. R., Piotrowski, M., & Stewart, C. L. (2002). “Personality and Job Performance: Test of The Mediating Effect of Motivation Among Sales Representatives”, Journal of Applied Psychology, 87(1), 43-51.
... pages left unread,continue reading
Free reading is over, click to pay to read the rest ... pages
0 dollars，0 people have bought.
Reading is over. You can download the document and read it offline
0people have downloaded it