PERAN PERSONALITY TRAITS TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN IMPOSTOR SYNDROME SEBAGAI MEDIATOR PADA KARYAWAN DI JABODETABEK

Abstract

Changes in the work environment require employees to not only complete formal tasks, but also demonstrate extra-role behaviors such as Organizational Citizenship Behavior (OCB). Various studies have mentioned that personality plays a role in bringing about OCB, but some findings show inconsistent results. On the other hand, impostor syndrome is often associated with psychological dynamics in the workplace, which opens up the possibility of exploring whether these psychological aspects play a role in linking personality and OCB. This study aims to determine the influence of personality traits on OCB and to test whether impostor syndrome mediates this relationship. The study used a quantitative approach with a correlational design and involved 189 employees in the Greater Jakarta area. Measurements were conducted using the Big Five Personality Inventory (BFI), OCB-C 20 Items, and Impostor Profile-30 (IPP-30). Data analysis was performed using simple linear regression and mediation tests. The results show that personality traits have a significant effect on OCB (β = 0.6970; t = 4.5022; p = 0.0000). However, personality traits do not affect impostor syndrome (β = 0.1919; p = 0.7347). Furthermore, impostor syndrome was not found to mediate the relationship between personality traits and OCB, as indicated by an indirect effect value of 0.0049 with a bootstrap interval that included zero (BOOTLLCI = –0.0286; BOOTULCI = 0.0565). These findings indicate that the influence of personality on OCB occurs directly without involving the psychological mechanism of impostor syndrome.