Validitas Prediktif Papi-Kostick dan Baum terhadap Pengendalian Emosi Karyawan

Alice Whita Savira; Rahmat Hidayat

doi:10.22146/jpsi.28243

Validitas Prediktif Papi-Kostick dan Baum terhadap Pengendalian Emosi Karyawan

Alice Whita Savira, Rahmat Hidayat

(Submitted 13 September 2017)

(Published 28 December 2017)

Abstract

The availability of quality human resources was important for the continuity excellence of the company and for gaining competitive advantage in the company. It could be obtained by operationalizing development or placement as part of HR management practices based on a potential review. This led to the use of psychological tests. The accuracy of psychological tests was required in potential review in order to predict future behavior. HR practitioners and psychologists showed appreciation and confidence in psychological tests. However, it had not been fully supported by empirical evidence regarding the accuracy of the tests for selecting employees. The purpose of this study was to figure out the extent of both tools in predicting emotion control. The finding from 159 subjects showed that the activity factor PAPI-Kostick and crown of tree predicted the emotion control.

Abstrak : Untuk kesinambungan kinerja perusahaan dan capaian keuntungan kompetitif, diperlukan manajemen SDM potential review. Potential review memerlukan peran alat tes psikologi yang akurat untuk memprediksi perilaku. Apresiasi dan kepercayaan psikolog pada alat tes psikologi belum didukung oleh bukti-bukti empiris (evidance based) mengenai hal tersebut. Tujuan penelitian ini untuk melihat sejauh mana PAPI-Kostick dan BAUM mampu memprediksi pengendalian emosi. Hasil penelitian pada 159 karyawan, menunjukkan faktor aktivitas PAPI-Kostick dan bagian mahkota pada BAUM dapat memprediksi pengendalian emosi. Sehingga efektivitas penggunaan kedua alat tes psikologi tersebut untuk mengases potensi pengendalian emosi karyawan.

Keywords

emotion control; predictive validity

Full Text: PDF

DOI: 10.22146/jpsi.28243

References

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practice and competitive advantage. An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Almatrooshi, B., & Singh, S. K. (2016). Determinants of organizational performance: A proposed framework. International Journal of Productivity and Performance Management, 65(6).

Alwisol. (2009). Psikologi kepribadian. Edisi revisi. Malang: UMM Press.

Armstrong, M. (2009). Armstrong's handbook of performance management. London: Kogan Page.

Anastasi, A., & Urbina, S. (2007). Psychological testing 7^th edition (edisi Indonesia). Indonesia: PT. Indeks.

Azwar, S. (2009). Reliabilitas dan validitas. Yogyakarta: Pustaka Belajar.

Barends, E., Rousseau, D. M., & Briner, R. B. (2014). Evidence-based management. The basic principles. Amsterdam: Center for Evidence-Based Management.

Briner, R. (2007). Is HRM evidence-based and does it matter? Brigton: Institute for Employment Studies.

Castillo, O., Kacprzyk, J., & Pedrycz, W. (2010). Soft computing for intelligent control and mobile robotics. Verlag Berlin Heidelberg: Springer.

Cubiks. (2016). PAPI. Diakses pada 17 Oktoer 2016: di http://www.mile.org/ webinar/presentations/cubiks/PAPI_Personality_Tool_Flyer.pdf.

Carless, S. A. (2009). Psychological testing for selection purposes : A guide to evidence-based practice for human resource professionals. The International Journal of Human Resource Management, 2517-2532.

Costa, P. J., & McCrae, R. (1992). Revised NEO Personality Inventory (NEO-PI-R) and NEO Five-Factor (NEO-FFI) professional manual. Odessa: FL: Psychological Assessment Resources.

Dharmaraj, D. A., & Sulaiman, M. I. (2015). Employee's perception of potential appraisal (a study among managerial cadre employees in public sectors in kerala). Journal of Industrial Engineering and Management Science, 5(4), 155-161.

Cizek, G. J., Rosenberg, S. L., & Koons, H. H. (2008). Sources of validity evidence for educational and psychological tests. Educational and Psychological Measurement, 68(3), 397-412.

Cohen-Swerdlik. (2009). Psychology. Psychological testing and assessment: An introduction to test and measurement. 7^th Edition. United States: McGraw-Hill. Primis Online.

Domino, G., & Domino, M. L. (2006). Psychological testing: An introduction 2nd edition. New York: Cambridge University Press.

Faleye, B. A. (2015). Predictive validity of students’ entry qualifications into mathematics programme in nigeria’s. Journal of Education and Human Development, 209-217.

Farmer, R. F., & Golden, J. A. (2009). The forms and functions of impulsive actions: Implications for behavioral assessment and therapy. International Journal of Behavioral Consultation and Therapy, 12-30.

Furnham, A. (2008). Personality and intelligence at work. Exploring and explaining individual differences at work. New York: Taylor & Francis e-Library.

Furnham, A., & Jackson, C. J. (2011). Practitioner reactions to work-related psychological tests. Journal of Managerial Psychology, 26(7), 549-565.

Gatewood, R., & Feild, H. S. (1998). Human resource selection (4^th ed). Forth Worth: Dryden Press.

Grandey, A. A. (2000). Emotional regulation in the workplace: A new way to conceptualize emotional labor. Journal of Occupational Health Psychology, 5, 95-110.

Griffith, J. A., Connelly, S., & Thiel, C. E. (2014). Emotion regulation and intragroup conflict: When more distracted minds prevail. International Journal of Conflict Management, 25(2), 148-170.

Hale, C. D., & Astlofi, D. (2014). Measuring learning and performance: A primer (3^rd edition). Florida: Saint Leo University.

Hartel, C. E., Zerbe, W. J., & Ashkanasy, N. M. (2005). Emotions in organizational behavior. Mahwah, New Jersey: Lawrence Erlbaum Associates.

Hodgkinson, G. P., Dale, N., & Payne, R. L. (1995). Knowledge of, and attitudes towards, the demographic time bomb. International Journal of Manpower, 16(8), 59-76.

Inadomi, H., Tanaka, G., & Ohta, Y. (2003). Characteristics of tree drawn by patients with paranoid shizophrenia. Psychiatry and Clinical Neuroscience, 57(4), 347-351.

Jex, S. M., & Britt, T. W. (2008). Organizational Psychology. A Scientist-Practitioner Approach. Second Edition. New Jersey: John Wiley & Sons, Inc.

John R. Schermerhorn (2010) Management. Wiley & Sons, Incorporated, John.

Johnson, D. L., & Kleiner, B. H. (2000). A comparative view of employment testing. Management Research News, 23(7/8), 99-102.

Jones, S. (2011). Psychological Testing. The Esential Guide to Using and Surviving the Most Popular Recruitment and Career Development Tests. Great Britain: Harriman House Ltd.

Kaneda, A., N, Y.-F., & Saito et Al, M. (2010). Characteristics of tree drawing test in chronic shizophrenia. Psychiatry and Clinical Neuroscience, 64(2), 141-148.

Kluemper, D. H., DeGroot, T., & Choi, S. (2011). Emotion management ability: Predicting task performance, citizenship, and deviance. Journal of Management, 39(4), 878-905.

Koopmans, L., Hildebrandt, V., Bernaards, C., & Schaufeli, W. B. (2011). The conceptual framework of individual work performance. Journal of occupational and environmental medicine, 53, 856-866.

Motowildo, S., Borman, W., & Schmit, M. (1997). A theory of individual differences in task and contextual performance. Human Performance, 10(2), 71-83.

Murphy, K. R., & Davidshofer, C. O. (2005). Psychological testing. Principles and applications. Sixth edition. New Jersey: Pearson Prentice Hall.

Prabowo, A., Nisa, C. A., & Jadmiko, G. T. (2016). Profil Kepribadian Tes Wartegg (Studi Deskriptif pada Seleksi Karyawan). Seminar ASEAN 2nd Psychology & Humanity (pp. 23-27). Malang: Psychology Forum UMM.

Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology practical and theoretical implications of 85 years of research finding. Psychological Bulletin, 124, 262-274.

Scroggins, W. A., Thomas, S. L., & Morris, J. A. (2008a). Psychological testing in personnel selection, part I: A century of psychological testing. Public Personnel Management, 37.

Scroggins, W. A., Thoman, S. L., & Morris, J. A. (2008b). Psychological testing in personnel selection, part II: The refinement of methods and standards in employee selection. Public Personnel Management, 195-198.

Stemler, S. E. (2008). 3 Best Practices in Interrater Reliability. Tucson, Arizona: Sage Publication.

Terpstra, D. E., & Limpaphayom, W. (2012). Using evidence-based human resource practices for global competitiveness. International Journal of Business and Management, 107-113.

Terpstra, D. E., & Rozell, E.J., (1997) Why some potentially effective staffing practices are seldom used. Public Personnel Management, Vol 26(4). 483 - 495

Tett, R. P., Guterman, H. A., Bleier, A., & Murphy, P. J. (2000). Development and content validation of a "hyperfdimensional" taxonomy of managerial competence. Human Performance, 13(3), 205-251

Thomas, S. L., & Scroggins, W. A. (2006). Psychological testing in personnel selection: contemporary issues in cognitive ability and personality testing. Journal of business inquiry : research, education & application, 5(1), 28-38.

Truxillo, D. M., Bauer, T. N., & Erdogan, B. (2016). Psychology and work. Perspectives on industrial and organizational psychology. New York: Taylor & Francis.

Urbina, S. (2014). Essentials of psychological testing. New Jersey: John Wiley & Sons, Inc.

Vallerand, R. J., Mageau, G. A., Rattele, C. &., Blanchard, C., Koestner, R., Gagne, M., et al. (2003). Les passions de l’Aˆ me: On obsessive and harmonious passion. Journal of Persoanlity and Social Psychology, 85(4), 756-767.

Whiteside, S., & Lynam, D. (2001). The five factor model and impulsivity: Using a structural model of personality to understand impulsivity. Personality and Individual Differences, 30(4), 669-689

Refbacks

There are currently no refbacks.

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.