THE INFLUENCE OF PERSONALITY & TRAINING ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS INTERVENING VARIABLES

This study is the result of research that describes and analyzes how much factors affect personality, training


ABSTRACT
This study is the result of research that describes and analyzes how much factors affect personality, training, and performance with job satisfaction as an intervening variable in the Agriculture and Food Security Service of the Special Region of Yogyakarta.This type of research uses quantitative methods with data collection techniques using questionnaires distributed manually to 110 employees at the Yogyakarta Special Region Agriculture and Food Office.The sampling technique uses simple random sampling, which is a technique of taking samples from members of the population that is carried out randomly without regard to the strata in the population (Sugiyono, 2015).Based on the results of the study after previously conducting validity and reliability tests, it shows evidence that the first direct effect, namely; personality has a direct effect on performance; second, training has no direct effect on performance; third, personality has a positive effect on job satisfaction; fourth, training has a positive effect on job; and fifth, job satisfaction affects performance; while the sixth, the results of indirect effects show that personality affects performance through job satisfaction, and seventh; training affects performance through job satisfaction.

INTRODUCTION
The Agriculture and Food Security Office of Yogyakarta Special Region has improved the quality of life of the community through the ability and improvement of human resource skills, improving the quality and diversity of community economic activities, and strengthening the economy based on local resources for community income growth.There are three achievements of the agency's strategic goals, namely: First, increasing the production of horticultural food crops, plantations, and livestock.
Second, the realisation of food security.Third, the fulfilment of community food crops with the empowerment programme for food-insecure areas.The types of food in this office are mostly more likely to be processing the basic needs of the community such as rice, eggs, vegetables, etc.The prices traded in the community also provide favourable prices for buyers.For example, if the market price is IDR 2,000.00 per egg, it will be cheaper at the Yogyakarta Special Region Agriculture and Food Office's shop, which sells at half the usual price.The goal is for the community to resell for a profit.
The Agriculture and Food Security Offices of Yogyakarta Special Region has a variety of personnel personalities.There are types of personality such as honesty, confidentiality, reliability, alertness, reasoning, tolerance, tidiness, self-adjustment, calmness, and politeness (Mroczek & Little, 2014) On the other hand, training is done to give employees the confidence that they are part of the organisation.This is done to prevent employee turn-over or to prevent employees from leaving the organisation.There are several dimensions and indicators in training, namely instructors, participants, materials, and objectives in training (Mangkunegara, 2017).Based on interviews that have been conducted with Mrs Riska, Job Satisfaction is the basis for improving employee performance and enthusiasm for better achievement.Job satisfaction is an emotional attitude that is pleasant and loves his job (Hasibuan, 2016).This attitude is reflected in work morale,

Job Satisfaction
In general, everyone who is on duty wants to get satisfaction from his place of duty.For a satisfied employee is a common action to his individual profession, which proves comparing the amount of appreciation employees get and the income they believe they should get.Job satisfaction as positive feelings about one's job that result from an evaluation of its characteristics (Stephen Robbins & Judge, 2021).Employee job satisfaction depends on the difference between what is obtained and what is expected by employees (Amirudin & Adab, n.d.).Based on the description of the experts above, it can be seen that job satisfaction, which is a positive or negative perspective and a feeling of satisfaction or pleasure that comes from the achievements that an individual has made in assessing his job or his responsibilities in the company which is an evaluation of a job that has been done by employees (Robbins & Judge, 2022).In this case, the job satisfaction attitude in question is evaluative about objects, people and events.The attitude consists of three components, namely: affective which leads to the emotional or feeling part of the attitude, cognitive to the opinion beliefs of the attitude segment and, and behavioural which is the intention to behave in a certain way towards someone or something (Robbins & Judge, 2022).In addition, job satisfaction is defined as a sense of satisfaction or pleasure that a person feels over the achievement of his job (Luthans et al., 2021).Therefore, job satisfaction must be considered by the company; if employees are dissatisfied with their jobs, they will act with desire and will leave their jobs, often complain, dissent, avoid their job responsibilities, and so on.There are six dimensions and indicators of job satisfaction as follows: Work Itself, Pay, Promotion, Supervision, Work Group and Working Conditions (Luthans et al., 2021).

Performance of Employee
Performance is the behaviour of how targets are achieved.Performance is a goal-oriented process directed at ensuring that organisational processes are in place to maximise employee, team and organisational productivity (Armstrong & Taylor, 2020).Performance is a job that a person does in accordance with their respective authorities and responsibilities in a company in order to achieve organisational goals.
There are five indicators of individual employee performance measures, including: quality which is measured using the employee's point of view on the quality and perfection of the task in terms of their abilities and skills, quantity which is measured by the amount of output or results of employee work in terms of their abilities and skills, timeliness of work completion in terms of coordination of output with time efficiency for other activities, effectiveness of work by utilising efficient resources in accordance with the order, and employee independence in carrying out their professional abilities and commitment to work (Robbins & Coulter, 2015).Personality is a combination of all the characteristics or traits that appear in a person (Robbins & Coulter, 2015).From this understanding, it can be interpreted that everyone has a distinctive way of behaving and they act according to their respective characteristics.
Employee performance is one of the factors determining the success of a company or organisation in achieving its goals (Robbins & Judge, 2022).In this case, the indicators to measure employee performance are: Work Quality, Work Quantity, Timeliness, Effectiveness, and Independence (Robbins & Judge, 2022).

FRAMEWORK OF THOUGHT
Based on the thinking and theoretical basis above, this study was conducted to determine how the influence of personality, training affects employee performance with work performance as an intervening variable.Then a framework of thought in this study can be arranged as follows:

Population
Population is a generalisation area consisting of objects / subjects that have certain qualities and characteristics that are determined by research to be studied and then draw conclusions (Sugiyono, 2015).Therefore the population is not only people, but also objects and other natural objects.Population is also not just the number of objects / subjects studied, but includes all the characteristics / properties possessed by other subjects or objects.In this study, the population was 240 people for all employees of the Agriculture and Food Security Office of the Special Region of Yogyakarta.

Sample
Sample is part of the number and characteristics of the population (Sugiyono, 2015).Taking the size of the sample limit is done by simple random sampling, namely the sampling technique from members of the population which is carried out randomly without regard to the strata in the population (Sugiyono, 2015).In this case, the sample to be studied is 110 of the total population of employees of the Agriculture and Food Security Office of the Special Region of Yogyakarta.

Data Analysis Technique
Data analysis is an activity after data from all respondents or other data sources are collected.The data analysis technique used in this research is using Partial Least Square (PLS).Partial Least Square is a powerful analytical method and is often referred to as soft modelling because it eliminates the assumptions of OLS (Ordinary Least Squares) regression, such as data must be multivariate normally distributed and there is no multicolonierity problem between exogenous variable.
Validity test is measuring what should be measured.Validity testing is carried out to know how precisely a measuring instrument performs its measurement function (Ghozali, 2005).Convergent validity relates to measures of a highly correlated the training carried out is mostly training in agricultural cultivation, training in marketing agricultural products, training in disaster mitigation and climate change, training in the inauguration of civil servants and non-civil servants, training in making extension materials or educational activities to individuals or groups, as well as providing knowledge and informations.By conducting the training, many benefits are obtained both in terms of land management and improving human resources.Training is conducted once every two weeks and can be inconsistent depending on /jurnal.umt.ac.id/index.php/dmj731 scheduling.Employees are given the responsibility to promise that they must serve the community regardless of the situation and conditions.In this case, training can be used for several purposes in terms of improving knowledge, skills and attitude, making the likelihood of success higher.Training is done to give employees the confidence that they are part of the organisation.This is done to prevent employee turn-over from the organisation.Training is an effective way to get the workers the company needs to enhance personnel development within the company and improve employee's performance.
discipline and work performance.Job satisfaction is enjoyed in work, outside work and a combination of inside and outside work.For example, the satisfaction felt by employees of the Agriculture Office in the partner market shop section is when they get consumer recognition because their service is quite satisfying, they are able to complete their work well, and they get rewards in improving the performance they produce.Performance is the result of work arising from a combination of effort, ability/skill and experience.The demands of the job are one of the performance improvements for employees of the Agriculture and Food Security Office of Yogyakarta Special Region.The demands of the job are making daily and monthly reports based on what each of them does.The report contains the results of sales in partner markets, making accountability letters in the form of completeness of financial administration or the results of the realisation of technical and special activities.The performance report of government agencies is a form of public accountability for the implementation of duties, functions, and use of the budget entrusted to each government agency.The purpose of the report is to provide an overview of the agency's level of achievement that indicates the level of success and failure.In addition to demands, challenges are also a concern for the Agriculture and Food Security Office of Yogyakarta Special Region, such as the low interest of the younger generation in the /jurnal.umt.ac.id/index.php/dmj732 agricultural sector which causes a gap in the regeneration of human resources in the agricultural sector, changes in people's consumption preferences due to the influence of weakening economic conditions, and food safety as one of the important factors in maintaining public health, which needs to be continuously improved starting from the individual.The performance notice can be used as an evaluation material for improvement to be more result-oriented, relevant, effective, and sustainable in the future.LITERATURE REVIEWPersonalityPersonality is a set of ways how an individual acts and interacts with others(Hanggraeni, 2012) Personality is one of the most important factors for individuals, because personality determines how a person thinks, behaves and feels in various different situations.Personality is a dimension of differences within individuals in showing consistent patterns of thinking, feeling, and behaviour (stable over time)(McCrae & Allik, 2002).In the theories put forward by experts, one of them is the Theory of Personality Traits most often used in the world of work, namely the Theory of Personality Traits "Big Five Model" or "Big Five Personality Traits Model" proposed by a famous psychologist, Lewis Goldberg.The Big Five Personality Traits Model emerged from factor analyses of adjectives used to describe personality and from factor analyses of various equivalent personality tests and scales.The term Big Five is an invention where each factor includes more specific individual character traits(John et al., 2010) that the Big Five Personality Model is a method of approach that is always consistent to assess personality in individuals through adjective factor analysis.There are also dimensions or indicators of Personality namely: Conscientiousness, Emotional Stability, Extraversion, Openness to Experience and Agreeableness (Robbins & process of systematically changing the behaviour of employees to achieve organisational goals (Veithzal & Sagala, 2013).Training is related to the skills and abilities of employees to carry out current work.In this case improving employee skills, organisations can hold their own training or send employees to training institutions managed by external parties that focus on specific training in skill areas.In performance improvement without proper training employees do not receive information and skill development to the fullest potential used to complete tasks.Employees who undergo proper training tend to keep their jobs longer.There are four types of training, as follows: induction training, job training, training for promotion, refresher training, and training for managerial development (Kaswan, 2011).Training is also a systematic process to change the behaviour of employees in achieving organisational goals.Training is related to the skills and abilities of employees to do work.In measuring training variables, research adapts the indicators used and the training indicators are divided into five, namely: Instruction, trainees, methods, materials, and training objectives(Dessler, 2014)

Figure 1 . 1
Figure 1.1 Framework of Thought