PENGARUH KOMPENSASI BERBASIS INSENTIF TERHADAP KINERJA MANAJERIAL DENGAN BIG FIVE PERSONALITY TRAITS SEBAGAI VARIABEL MODERASI
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Mutty Claudia Dewinda(1*)
Fakultas Bisnis, Universitas Universal
-
Mandasari R(2)
Fakultas Bisnis, Universitas Universal
(*) Corresponding Author
Keywords:
Incentive-based Compensation, Managerial Performance, Big Five Personality Traits
Abstract
This study aims to test and provide empirical evidence of the effect of incentive-based compensation as extrinsic motivation on managerial performance. This study also used individual intrinsic motivation, namely the big five personality traits to test the moderating role affecting the relationship between incentive-based compensation and managerial performance. This quantitative research was conducted using a survey method of managers, with a total of 115 participants. The results showed that incentive-based compensation affects managerial performance. The big five personality traits, extraversion, and conscientiousness, significantly weakened the relationship between incentive-based compensation and managerial performance in this study. However, agreeableness and openness had no significant effect in weakening the relationship. Neuroticism also did not significantly strengthen the relationship between incentive-based compensation and managerial performance.
Keywords: Incentive-based Compensation; Managerial Performance; Big Five Personality Traits
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References
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Balkin, D. B., & Gomez‐Mejia, L. R. (1990). Matching Compensation And Organizational Strategies. Strategic Management Journal, 11(2), 153–169. Https://Doi.Org/10.1002/Smj.4250110207
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Barrick, M. R., & Mount, M. K. (1991). The Big Five Personality Dimensions And Job Performance: A Meta‐Analysis. Personnel Psychology, 44(1), 1–26. Https://Doi.Org/10.1111/J.1744-6570.1991.Tb00688.X
Barrick, M. R., Mount, M. K., & Judge, T. A. (2001a). Personality And Performance At The Beginning Of The New Millennium: What Do We Know And Where Do We Go Next? International Journal Of Selection And Assessment, 9(1–2), 9–30. Https://Doi.Org/10.1111/1468-2389.00160
Barrick, M. R., Stewart, G. L., & Piotrowski, M. (2002). Personality and job performance: Test of the mediating effects of motivation among sales representatives. Journal of Applied Psychology, 87(1), 43–51. https://doi.org/10.1037/0021-9010.87.1.43
Bonner, S. E., Hastie, R., Sprinkle, G. B., & Young, S. M. (2000). A Review of the Effects of Financial Incentives on Performance in Laboratory Tasks: Implications for Management Accounting. Journal of Management Accounting Research, 12(1), 19–64. https://doi.org/10.2308/jmar.2000.12.1.19
Cervone, D., & Pervin, L. A. (2016). Personality Theory and Research (Wiley, Ed.; (Thirteen Edition).
Chen, Y., & Jermias, J. (2009). Business Strategy, Executive Compensation, and Firm Performance. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.1326183
Chong, V. K., & Wang, I. Z. (2019a). Delegation of Decision Rights and Misreporting: The Roles of Incentive-based Compensation Schemes and Responsibility Rationalization. European Accounting Review, 28(2), 275–307. https://doi.org/10.1080/09638180.2018.1452771
Church, B. K., Libby, T., & Zhang, P. (2008). Contracting Frame and Individual Behavior: Experimental Evidence. Journal of Management Accounting Research, 20(1), 153–168. https://doi.org/10.2308/jmar.2008.20.1.153
Cooper, D., & Schindler, P. (2013). Business Research Methods (12th Edition). Mc Graw Hill.
Eisenhardt, K. M. (1989a). Agency Theory: An Assessment and Review. The Academy of Management Review, 14(1), 57. https://doi.org/10.2307/258191
F. Hair Jr, J., Sarstedt, M., Hopkins, L., & G. Kuppelwieser, V. (2014). Partial least squares structural equation modeling (PLS-SEM). European Business Review, 26(2), 106–121. https://doi.org/10.1108/EBR-10-2013-0128
Fatmawati, M. (2019). Dimensi Kepribadian Dan Komitmen Organisasi Terhadap Kinerja Karyawan. Jurnal Ilmu Manajemen , 7(4).
Fong, E. A., & Tosi, H. L. (2007). Effort, Performance, and Conscientiousness: An Agency Theory Perspective. Journal of Management, 33(2), 161–179.
https://doi.org/10.1177/0149206306298658
Gneezy, U., Meier, S., & Rey-Biel, P. (2011). When and Why Incentives (Don’t) Work to Modify Behavior. Journal of Economic Perspectives, 25(4), 191–210. https://doi.org/10.1257/jep.25.4.191
Grahayudha, G. R., Musadieq, M. Al, & Mukzam, M. D. (2014). Pengaruh Insentif Terhadap Motivasi Kerja (Studi pada Karyawan PT. AXA Financial Indonesia Sales Office Cabang Malang). Jurnal Administrasi Bisnis , 8(1).
Gridwicha, P., Kulwanich, A., Piromkam, B., & Kwanmuangvanich, P. (2020). Role of Personality Traits on Employees Job Performance in Pharmaceutical Industry in Thailand. A Multifaceted Review Journal in the Field of Pharmacy, 11(3), 185–194.
Guryan, J., Kim, J. S., & Park, K. H. (2016a). Motivation and incentives in education: Evidence from a summer reading experiment. Economics of Education Review, 55, 1–20. https://doi.org/10.1016/j.econedurev.2016.08.002
Hair, Jr. , J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (2nd ed.). SAGE Publications.
James, H. S. (2005). Why did you do that? An economic examination of the effect of extrinsic compensation on intrinsic motivation and performance. Journal of Economic Psychology, 26(4), 549–566.
https://doi.org/10.1016/j.joep.2004.11.002
Jensen, M. C., & Meckling, W. H. (1976). Theory of the firm: Managerial behavior, agency costs and ownership structure. Journal of Financial Economics, 3(4), 305–360. https://doi.org/10.1016/0304-405X(76)90026-X
Judge, T. A., Heller, D., & Mount, M. K. (2002a). Five-factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87(3), 530–541. https://doi.org/10.1037/0021-9010.87.3.530
Kohn, A. (1993). Why Incentive Plan Cannot Work. Harvard Business Review.
Ledford, G. E., Fang, M., & Gerhart, B. (2013). Negative Effects of Extrinsic Rewards on Intrinsic Motivation: More Smoke Than Fire. CEO Publication .
Lindrianasari, L. (2015). Big-five personality as a moderating variable in the relationship of CEO’s perception and the compensation received toward CEO’s desire to leave the company voluntarily. Journal of Economics, Business & Accountancy Ventura, 18(2), 213. https://doi.org/10.14414/jebav.v18i2.449
Mahoney, T. A., Jerdee, T. H., & Carroll, S. J. (1965). The Job(s) of Management. Industrial Relations: A Journal of Economy and Society, 4(2), 97–110.
https://doi.org/10.1111/j.1468-232X.1965.tb00922.x
Malinda, O., Dewi, F. G., & Gamayuni, R. R. (2019). The Effect of Incentives and Non-Financial Performance on Managerial Performance. International Research Journal of Business Studies, 12(1), 41–54.
Maulidi, S., Basri, H., & Nurdasila. (2017). Pengaruh Penganggaran Partisipatif, Sistem Pengukuran Kinerja Dan Kompensasi Insentif Terhadap Kinerja Manajerial Pada Perbankan Di Banda Aceh. Jurnal Administrasi Akuntansi : Program Pascasarjana Unsyiah, 6(3).
Miner. (2005). Organizational Behavior 1. Essential Theories Of Motivation And Leadership. M.E.Sharpe.
Mughni, M. S., & Fitriah, E. (2023). Pengaruh Penerapan Total Quality Management Dan Motivasi Kerja Terhadap Kinerja Manajerial. Jurnal Riset Akuntansi, 49–56. Https://Doi.Org/10.29313/Jra.V3i1.1785
Murbekti, & Andaritidya, A. (2022). Komunikasi Interpersonal, Kepribadian Extraversion Dan Kepuasan Kerja Guru Sma Negeri Di Bogor. Jurnal Psikologi, 15(2), 242–252. Https://Doi.Org/10.35760/Psi.2022.V15i2.6257
Nani, D. A., & Vinahapsari, C. A. (2020). Efektivitas Penerapan Sistem Insentif Bagi Manajer Dan Karyawan . Jurnal Bisnis Darmajaya, 6(1).
Nasyroh, M., & Wikansari, R. (2017). Hubungan Antara Kepribadian (Big Five Personality Model) Dengan Kinerja Karyawan. Jurnal Ecopsy, 4(1), 10. Https://Doi.Org/10.20527/Ecopsy.V4i1.3410
Novikova, I. A., Novikov, A. L., Obidina, N. V, & Shlyakhta, D. A. (2016). Psychological Predictors of Managerial Performance in the Conditions of Instability of the Russian Economy. International Journal Of Environmental & Science Education, 11(18).
Ożańska-Ponikwia, K., & Dewaele, J.-M. (2012). Personality And L2 Use. Eurosla Yearbook, 12, 112–134. Https://Doi.Org/10.1075/Eurosla.12.07oza
Parker, D. W., Dressel, U., Chevers, D., & Zeppetella, L. (2018). Agency Theory Perspective On Public-Private-Partnerships: International Development Project. International Journal Of Productivity And Performance Management, 67(2), 239–259. Https://Doi.Org/10.1108/Ijppm-09-2016-0191
Poniarsih, N. (2019). Pengaruh Teori The Big Five-Personality Terhadap Kinerja Pegawai Badan Penanggulangan Bencana Daerah Diy. Jurnal Ekonomi, Bisnis, Dan Akuntansi (Jeba) , 21(3).
Prasasti, F. A., Hutagaol, M. P., & Affandi, M. J. (2016). Pengaruh Penilaian Kinerja Terhadap Kinerja Karyawan Bagian Pemasaran Melalui Faktor Pendorong Motivasi (Studi Kasus: Bank Xyz Kcu Bekasi). Jurnal Aplikasi Bisnis Dan Manajemen. Https://Doi.Org/10.17358/Jabm.2.3.248
Ramdhani, N. (2012). Adaptasi Bahasa Dan Budaya Inventori Big Five. Jurnal Psikologi, 39(2), 189–207.
Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior (15th Ed.). Pearson Prentice Hall.
Rothmann, S., & Coetzer, E. P. (2003). The Big Five Personality Dimensions And Job Performance. Sa Journal Of Industrial Psychology, 29(1).
Https://Doi.Org/10.4102/Sajip.V29i1.88
Rustiarini, N. W. (2013). Pengaruh Kompleksitas Tugas, Tekanan Waktu, Dan Sifat Kepribadian Pada Kinerja . Makara Seri Sosial Humaniora, 17(2).
Sarstedt, M., Ringle, C. M., & Hair, J. F. (2014). Pls-Sem: Looking Back And Moving Forward. Long Range Planning, 47(3), 132–137.
Https://Doi.Org/10.1016/J.Lrp.2014.02.008
Sholihin, M., & Ratmono, D. (2013). Analisis SEM-PLS dengan WarpPLS 3.0 (untuk Hubungan Nonlinier dalam Penelitian Sosial dan Bisnis). Andi Offset.
Simanullang, T. (2021). Pengaruh Tipe Kepribadian The Big Five Model Personality Terhadap Kinerja Aparatur Sipil Negara (Kajian Studi Literatur Manajemen Keuangan). Jurnal Manajemen Pendidikan Dan Ilmu Sosial, 2(2).
Singh, S., Sharma, G. D., & Sharma, R. (2011). Effect Of Employee Involvement In Business Organisation. Ssrn Electronic Journal. Https://Doi.Org/10.2139/Ssrn.1852018
Sudarwati, Sudirwo, Agustino, L., & Agustina, T. (2020). Dukungan Komunikasi, Komitmen, Dan Insentif Yang Memuaskan Untuk Meningkatkan Kinerja. Sultanist: Jurnal Manajemen Dan Keuangan, 8(2).
Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif, Dan R&D. Alfabeta.
Sulistiani, I., & Syahrinullah. (2023). Pengaruh Pemberian Insentif Dan Motivasi Kerja Terhadap Peningkatan Produktivitas Kerja Pada Perusahaan Ekspedisi J&T Sampit. Forecasting: Jurnal Ilmiah Ilmu Manajemen, 2(1).
Syakarofath, N. A. (2019). Burnout dan Dimensi Kepribadian Conscientiousness terhadap Performansi Kerja Karyawan. PSYCHOPOLYTAN (Jurnal Psikologi), 3(1).
Ude, Dr. U., & Coker, Dr. M. A. (2012). Incentive Schemes, Employee Motivation and Productivity In Organizations In Nigeria: Analytical Linkages. IOSR Journal of Business and Management (IOSRJBM), 1(4), 32–39.
van Aarde, N., Meiring, D., & Wiernik, B. M. (2017). The validity of the Big Five personality traits for job performance: Meta‐analyses of South African studies. International Journal of Selection and Assessment, 25(3), 223–239.
https://doi.org/10.1111/ijsa.12175
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Published
2024-07-12
How to Cite
Dewinda, M., & R, M. (2024). PENGARUH KOMPENSASI BERBASIS INSENTIF TERHADAP KINERJA MANAJERIAL DENGAN BIG FIVE PERSONALITY TRAITS SEBAGAI VARIABEL MODERASI. Journal of Management : Small and Medium Enterprises (SMEs), 17(2), 655-671. https://doi.org/10.35508/jom.v17i2.17293
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Articles
