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"[ABSTRAKPenelitian ini bertujuan mengetahui hubungan antara kepribadian dan resolusi konflikinterpersonal yang dialami oleh remaja (N=227). Uji hipotesis satu arah antaravariabel kepribadian dan resolusi konflik dilakukan dalam penelitian ini. Kepribadiandijelaskan menurut teori kepribadian Five Factor Model (McCrae & Costa, 2006)yang terdiri dari faktor openness to experience, conscientiousness, extraversion,agreeableness, dan neuroticism sedangkan resolusi konflik dijelaskan sebagai upayapenyelesaian konflik yang terbagi atas tiga kategori, yaitu resolusi konflik powerassertion, negotiation,dan disengagement (Jensen-Campbell, Graziano & Hair, 1996).Semakin tinggi neuroticism remaja, semakin tinggi kemungkinan menggunakanresolusi konflik power assertion, negotiation, dan disengagement. Semakin tinggiconscientiousness remaja, semakin rendah kemungkinan menggunakan resolusikonflik power assertion dan disengagement. Remaja yang memiliki agreeablenesstinggi cenderung tidak menggunakan resolusi konflik power assertion.

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ABSTRACTThe aim of this research is to examine correlations between personality andinterpersonal conflict resolution in adolescents (N=227). One tail hypothesizedbetween personality and interpersonal conflict resolution is verified. Personality isexplained by Five Factor Model (McCrae & Costa, 2006) and measured using NEOFiveFactor Inventory: openness to experience, conscientiousness, extraversion,agreeableness, conscientiousness. Conflict resolution is explained as an effort toresolve conflict: power assertion, negotiation, and disengagement (Jensen-Campbell,Graziano, & Hair, 1996). Adolescents with high neuroticism tend to use powerassertion, negotiation, and disengagement. On the other hand, adolescents with highconscientiousness tend to avoid power assertion and disengagement. Low-agreeableadolescents tend to implement power assertion, The aim of this research is to examine correlations between personality andinterpersonal conflict resolution in adolescents (N=227). One tail hypothesizedbetween personality and interpersonal conflict resolution is verified. Personality isexplained by Five Factor Model (McCrae & Costa, 2006) and measured using NEOFiveFactor Inventory: openness to experience, conscientiousness, extraversion,agreeableness, conscientiousness. Conflict resolution is explained as an effort toresolve conflict: power assertion, negotiation, and disengagement (Jensen-Campbell,Graziano, & Hair, 1996). Adolescents with high neuroticism tend to use powerassertion, negotiation, and disengagement. On the other hand, adolescents with highconscientiousness tend to avoid power assertion and disengagement. Low-agreeableadolescents tend to implement power assertion]"

"ABSTRAKPenelitian ini bertujuan untuk melihat hubungan kepribadian ekstravert dan kepribadian proaktif terhadap kesuksesan karier subjektif karyawan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan Career Satisfaction Scale untuk mengukur kesuksesan karier subjektif, IPIP versi singkat untuk mengukur kepribadian ekstravert, dan Proactive Personality Scale untuk mengukur kepribadian proaktif. Penelitian ini dilakukan pada 104 karyawan yang bekerja di bidang penjualan dan pemasaran. Hasil penelitian menunjukkan bahwa kepribadian ekstravert B = .08 [-.07, .22], SE B = .07, p > .05 tidak memiliki pengaruh signifikan terhadap kesuksesan karier subjektif karyawan bidang penjualan dan pemasaran. Selain itu, kepribadian proaktif B = .18 [.03, .32], SE B = .07, p < .05 memiliki pengaruh yang positif dan signifikan terhadap kesuksesan karier subjektif karyawan bidang penjualan dan pemasaran. Pembahasan dan saran untuk penelitian selanjutnya didiskusikan.

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ABSTRACTThe aim of this research is to examine the relationship of extravert and proactive personality toward emlopyee rsquo s subjective career success. This is a quantitative study using Career Satisfaction Scale to measure subjective career success, IPIP short version to measure extravert, and Proactive Personality Scale to measure proactive personality. This research was conducted on 104 sales and marketing employee. Result indicated that extravert B .08 .07, .22 , SE B .07, p .05 did not have any effect and proactive personality B .18 .03, .32 , SE B .07, p .05 had a positive effect to sales and marketing employee rsquo s subjective career success. Discussion and suggestion for further research are discussed."

"Penelitian ini bertujuan untuk melihat hubungan antara kepribadian proaktif dan perilaku kerja inovatif. Penelitian dilakukan terhadap 135 karyawan BUMN X yang terdiri dari empat divisi kerja yang sedang mengembangkan inovasi pada aktivitas pekerjaannya. Pengukuran perilaku kerja inovatif mengacu pada alat ukur Skala Perilaku Kerja Inovatif dan terbukti reliabel ?= 0,97, sedangkan pengukuran kepribadian proaktif menggunakan alat ukur Skala Kepribadian Proaktif yang telah diadaptasi ke dalam bahasa Indonesia dan terbukti reliabel ?=0,73. Hasil analisis Pearson's Product Moment Correlation menunjukkan adanya hubungan antara kepribadian proaktif dan perilaku kerja inovatif r=0,49, p< 0,05. Dengan demikian, semakin tinggi kepribadian proaktif yang dimiliki karyawan, maka semakin tinggi intensitas karyawan dalam menampilkan perilaku kerja inovatif. Penelitian ini juga menemukan adanya hubungan yang signifikan antara faktor demografi berupa jenis kelamin dan masa kerja terhadap perilaku kerja inovatif.

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This study investigates the correlation between proactive personality and innovative work behavior. This study was conducted among 135 employees working in 4 departemens in BUMN X that has been developing an innovation in their work activity. Measurement of IWB refers to Innovative Work Behavior Scale, with 0,97, and measurement of proactive personality used Proactive Personality Scale with 0,73.

The results using Pearson's Product Moment Correlation showed there is a significant relationship between proactive personality and innovative work behavior r 0,49, p 0,05. Thus, the higher the proactive personality, the higher intensity in displaying innovative work behavior. This study also found there are correlations between demografic factors such as gender and tenure organization with innovatif work behavior."