The Influence of the Big Five-Factor Personality Dimension on Employee Performance

This study examines how personality traits, based on the Big Five model, impact job performance in business organizations. Through quantitative analysis, it finds that openness to experience and conscientiousness positively affect performance, while extraversion, agreeableness, and neuroticism show no significant influence. These results highlight the need to consider individual personality differences when managing employee performance. Recommendations include prioritizing openness to experience and conscientiousness in employee selection and development. Further research in varied contexts is advised to enhance the understanding of personality-performance relationships.

This study examines how personality traits, based on the Big Five model, impact job performance in business organizations.Through quantitative analysis, it finds that openness to experience and conscientiousness positively affect performance, while extraversion, agreeableness, and neuroticism show no significant influence.These results highlight the need to consider individual personality differences when managing employee performance.
Recommendations include prioritizing openness to experience and conscientiousness in employee selection and development.Further research in varied contexts is advised to enhance the understanding of personality-performance relationships.

LITERATURE REVIEW Big-Five Personality Theory
The Big Five Personality Model is a consistent approach to seeing and assessing the inner personality of someone through adjective factor analysis, where the five factors are extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience.The big five personality models are classified (Costa & Mcrae, 1992)

Job Performance
The terms "job performance" and "actual performance" refer to a person's actual work performance or accomplishment.Performance in an organization or company is carried out by all human resources in it, both leadership and workers.Every worker has basic skills in knowledge and skills, competencies that are by their work, job motivation, and job satisfaction.However employees' personalities, attitudes, and behaviors can also have an impact on how well they work.
Based on previous research, it is hypothesized that personality traits significantly influence employee performance.Specifically, Neuroticism may affect performance either positively or negatively, Extraversion is expected to positively impact performance due to sociability and assertiveness, Openness to Experience may enhance performance through creativity and adaptability, Agreeableness could have mixed effects on performance depending on context, and Conscientiousness is anticipated to positively influence performance due to traits such as organization and responsibility.These hypotheses draw from findings indicating the significant associations between these personality dimensions and various aspects of job performance in diverse organizational contexts, reflecting the complex interplay between individual dispositions and workplace outcomes.
Big Five Personality Figure 1 Conceptual Framework H1: Openness to experience has a positive and significant effect on employee performance H2: Extraversion has a positive and significant effect on employee performance H3: Agreeableness has a positive and significant effect on employee performance H4: Conscientiousness has a positive and significant effect on employee performance H5: Neouriticism has a positive and significant effect on employee performance

METHODOLOGY
The research method employed in this study adopts a quantitative approach, aiming to systematically investigate relationships and patterns within a specific phenomenon.The data gathering methods employed are literature review and questionnaire administration, leveraging both primary and secondary data sources.The utilization of primary data enables the collection of firsthand information directly from respondents, while secondary data provides valuable insights from existing studies and resources.To gauge Neuroticism Opennes to Experience Extraversion Agreeableness Conscientiousness Job Performance respondents' attitudes and opinions, a Likert scale is utilized, offering a structured format for measurement.To ensure the credibility and robustness of the research, instruments such as validity and reliability tests are employed to assess the accuracy and consistency of the data collected.Subsequently, multiple linear regression analysis is conducted to examine the relationships between variables, allowing for the identification of significant predictors and their respective impacts.Furthermore, hypothesis testing using the T-test is employed to assess the significance of differences observed within the data, thereby providing statistical evidence to support or refute the research hypotheses.Overall, this research method integrates various techniques and analytical tools to comprehensively explore the research topic, fostering a rigorous and systematic inquiry into the phenomenon under investigation.

RESEARCH RESULT Validity Test
KMO MSA value of each variable namely Openness to Experience(X1), Extraversion(X2),Agreeableness(X3),Conscientiousness(X4),Neuroticism(X5) and Job Performance (Y) results Valid.All KMO and Antimage > 0.5 indicate that the data is valid and can be investigated further.

Reliability Test
Cronbach Alpha calculated value on the variable Big Five Personality (X1), and Job Performance (Y) has a value greater than 0.50 and Cronbach's value if deleted >0.50, it can be concluded that all variables are reliable and can be carried out further analysis.Based on the results of the multiple linear regression analysis, the relationship between personality traits and job performance is examined.The results of the multiple linear regression analysis provide valuable insights into the relationship between personality traits and job performance.Notably, Openness to Experience emerges as a significant predictor of job performance, with a p-value of 0.003 and a calculated t-value of 3.037, indicating a robust and positive association.This finding suggests that individuals who exhibit a greater openness to new experiences tend to perform better in their respective roles, possibly due to their propensity for creativity, curiosity, and adaptability.Conversely, Extraversion and Agreeableness do not demonstrate statistically significant effects on job performance, as evidenced by their respective p-values of 0.063 and 0.08.While Extraversion typically encompasses traits such as sociability and assertiveness, and Agreeableness reflects characteristics like cooperation and empathy, these findings suggest that these traits may not directly translate into enhanced job performance in this context.However, Conscientiousness emerges as a significant predictor of job performance, with a p-value of 0.001 and a calculated t-value of 3.333, indicating a positive and robust relationship.This aligns with the expectation that individuals who exhibit high levels of conscientiousness, characterized by organization, responsibility, and diligence, are likely to excel in their job roles.Interestingly, Neuroticism does not exhibit a significant effect on job performance, as indicated by its p-value of 0.615 and a calculated t-value of -0.505.This suggests that traits associated with emotional instability and vulnerability to stress may not directly influence job performance in this particular sample.Overall, these findings underscore the nuanced nature of the relationship between personality traits and job performance, highlighting the importance of considering individual differences and contextual factors in understanding workplace dynamics and outcomes.

DISCUSSION
The findings of the multiple linear regression analysis shed light on the intricate relationship between personality traits and job performance.Specifically, the results highlight the significant positive associations between openness to experience and conscientiousness with job performance, as evidenced by their respective low pvalues (0.003 and 0.001) and high t-values (3.037 and 3.333), surpassing the critical tvalue of 1.986.This suggests that individuals who exhibit a greater openness to new experiences and demonstrate conscientiousness tend to perform better in their respective roles, possibly owing to their proclivity for innovation, adaptability, and diligence.These findings resonate with existing literature in the field, such as (Krijgsheld et al. 2022), who emphasized conscientiousness as a primary driver of work role performance and noted the positive relationship between openness to experience and work role performance indicators at the facet level, further reinforcing the idea that certain personality traits contribute significantly to job performance.
However, the analysis also reveals that agreeableness and neuroticism do not significantly impact job performance, as indicated by their respective pvalues (0.063, 0.08, and 0.615) and t-values (-0.479, 1.723, and -0.505), falling below the critical t-value of 1.986.This implies that traits associated with sociability, cooperativeness, and emotional stability may not directly translate into enhanced job performance with in this particular sample.These findings align with some previous research but contradict others.For instance, while our results indicate that extraversion is not significantly related to job performance, contradicting studies like (Blickle et al. 2015) have found a positive association between extraversion and job performance.Similarly, while agreeableness did not exhibit a significant effect on job performance, the study by Apostolov et al. (2022) found no significant relationship between Neuroticism and job performance, consistent with our findings.
In conclusion, this study's findings provide empirical support for the notion that certain personality traits, such as openness to experience and conscientiousness, are linked to job performance, while others like Extraversion, agreeableness, and neuroticism may not significantly impact job performance.Nonetheless, it's crucial to acknowledge the study's limitations, such as the sample size and specific context, which may influence the generalizability of the findings.Future research endeavors should explore these relationships further across diverse industries and settings to deepen our understanding of how personality traits shape job performance dynamics.

CONCLUSIONS AND RECOMMENDATIONS
This study provides valuable insights into the relationship between personality traits and employee performance.The findings suggest that openness to experience and conscientiousness positively influence employee performance, supporting the hypotheses proposed.However, extraversion, agreeableness, and neuroticism do not show significant effects on employee performance, contrary to the hypotheses.These results highlight the importance of considering individual personality differences when assessing and managing employee performance.Employers and human resource professionals should take into account the impact of openness to experience and conscientiousness when selecting, training, and developing employees.Additionally, while extraversion, agreeableness, and neuroticism may not directly impact performance in this context, they may still play significant roles in other aspects of workplace dynamics and should not be overlooked in organizational strategies and interventions.Further research exploring the nuanced relationships between personality traits and performance outcomes in diverse organizational settings would be beneficial for a more comprehensive understanding and effective implementation of human resource practices.

ADVANCED RESEARCH
In writing this article the researcher realizes that there are still many shortcomings in terms of language, writing, and form of presentation considering the limited knowledge and abilities of the researchers themselves.Therefore, for the perfection of the article, the researcher expects constructive criticism and suggestions from various parties.

Figure
Figure 3. Reliability Test , broad-minded, and sensitive.Meanwhile, people who have low values in this dimension tend to be more resistant to change, less open to new ideas, and more conventional and the way they remain.
3.Extraversion, shows an outward-looking personality dimension and describes people who have characteristics: friendly, actively speaking, sociable, gregarious, and assertive.The opposite characteristic is introversion, with an orientation of view on itself, with characteristics: quiet, shy, and cautious.