PENGARUH ESKTRAVERSI, KESTABILAN EMOSI, KETERBUKAAN, KERAMAHAN, DAN KESADARAN TERHADAP KINERJA KARYAWAN BANK PEMBIAYAAN RAKYAT SYARIAH BANGUN DRAJAT WARGA KANTOR PUSAT GEDONGKUNING YOGYAKARTA

DWI DANAN SARI, NIM: 15820155 (2019) PENGARUH ESKTRAVERSI, KESTABILAN EMOSI, KETERBUKAAN, KERAMAHAN, DAN KESADARAN TERHADAP KINERJA KARYAWAN BANK PEMBIAYAAN RAKYAT SYARIAH BANGUN DRAJAT WARGA KANTOR PUSAT GEDONGKUNING YOGYAKARTA. Skripsi thesis, FAKULTAS EKONOMI DAN BISNIS.

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Abstract

Employee is one of capital for the company to increase the competitiveness with other. The Company able or not continues to compete determined by employee job performance. Increasing job performance became an assignment for every company. With quality performance and able to measure in quantity, the company will be easier to achieve long-term and short-term goals they have planned. The aim of this study is to analyze and measuring some factors influencing the job performance of BPRS Bangun Drajat Warga Yogyakarta with five variables, that are: (1) Extraversion, (2) Neurotisme, (3) Openness to experience, (4) Agreeableness, (5) Conscientiousness. The data used in this study are primary data obtained through interviews and distribute of questionnaires. This is research use employee as object who will answer the question of questionnaires. Statistical analysis used is multiple regression analysis with SPSS 19 for windows program. The result of the study based on multiple linear regression analysis show that the variables of extraversion, neurotisme, openness to experience, agreeableness, and conscientiousness jointly influence the performance of BPRS Bangun Drajat Warga Yogyakarta employees. Partially, the variables of extraversion, openness to experience, and agreeableness have a significant positive effect on employee performance. Variable neurotisme and conscientiousness does not effects employee performance. Variable extraversion, neurotisme, openness to experience, agreeableness, and conscientiousness contributed 93,2% to the value of R2 of 0,932 on the performance of employees, and the remaining 6,8% unfluenced by other models outside of research.

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