Past Behaviour, Conscientiousness Personality, and Attitude Toward Engagement in Workplace Affair

The phenomenon of workplace romance is an integral part of organizational dynamics. Workplace romance might result in both positive and negative effect. The negative side of workplace romance bears the phenomenon of workplace affair, in which workers engage in extra-marital relations with each other. This research aims to test whether past behaviour, conscientiousness personality, which a part of big five model personality traits and attitude have an impact on the likelihood of employee’s engagement in the workplace affair. As many as 250 workers in Greater Jakarta participated in the survey with minimum tenure six months as criteria of sampling. The analysis of data is performed using structural equation modelling (SEM) process. The result indicates that workers who have workplace romance engagement in their past behaviour would affect the attitude of perceiving workplace romance. The attitude itself plays as a mediator between past behaviour and the engagement of workplace affair. At the same time, personality determinant does not give any significant effect on attitude and engagement in workplace affair. To mitigate the issue of workplace affair, the organization needs to perform background checking prior accepting the employees since the past behaviour of engagement in workplace romance is the reliable indicator of future likelihood in workplace affair engagement. While the previous research studies about the effect of workplace romance, this study emphasize deeper into the findings from the workplace affair perspectives, which is the negative effect of workplace romance.

The phenomenon of workplace romance is an integral part of organisational dynamics. Workplace romance might result in both positive and negative effect. The negative side of workplace romance bears the phenomenon of workplace affair, in which workers engage in extra-marital relations with each other. This research aims to test whether past behaviour, conscientiousness personality, which a part of big five model personality traits and attitude have an impact on the likelihood of employee's engagement in the workplace affair. As many as 250 workers in Greater Jakarta participated in the survey with minimum tenure six months as criteria of sampling. The analysis of data is performed using structural equation modelling (SEM) process. The result indicates that workers who have workplace romance engagement in their past behaviour would affect the attitude of perceiving workplace romance. The attitude itself plays as a mediator between past behaviour and the engagement of workplace affair. At the same time, personality determinant does not give any significant effect on attitude and engagement in workplace affair. To mitigate the issue of workplace affair, the organisation needs to perform background checking prior accepting the employees since the past behaviour of engagement in workplace romance is the reliable indicator of future likelihood in workplace affair engagement. While the previous research studies about the effect of workplace romance, this study emphasize deeper into the findings from the workplace affair perspectives, which is the negative effect of workplace romance.

INTRODUCTION
According to Shuck, Owen, Manthos, Quirk, & Rhoades (2016), romance and work are two essential pillars of memorable life experiences.
Moreover, Rabin-Margalioth (2006) in Shuck, Owen, Manthos, Quirk, & Rhoades (2016) stated that many people spend most of their time to work; thus, it makes workplace romance becomes an unavoidable phenomenon, and sometimes it plays as a way for workers to find their soulmate.
However, workplace romance can transform into a complicated thing with various manifestations and motives behind it (Shuck, Owen, Manthos, Quirk, & Rhoades, 2016). According to Quinn (1977), Foley andPowell (1999), and Pierce (1998) in Ariani, Ebrahimi, & Saeedi (2011), workplace romance is a consensual relationship between two parties who work in the similar organisation, and it may involve physical attraction. The keyword of workplace romance is the existence of the mutualism of both parties to form a relationship. Workplace romance has several indicators such as involving emotional and physical attractiveness, intention to share, caring and helping and often include sexual behaviour like kissing, hugging or even sexual intercourse (Ariani, Ebrahimi, & Saeedi, 2011).
Moreover, Wheatcroft (2016) admitted that many workers find their future spouse through a professional process rather than through other ways, such as from online dating or family referral. It is not surprising since many people spend most of their time to work. Many workers, who find their spouse because of romance in the workplace, experience long last marriage; a survey of CareerBuilder supports this. The survey concluded that in the US, almost 40% of workers have workplace romance experiences, and a third of them end in matrimony (BBC, 2017). In Germany, the percentage is higher rather than in the US, where 60% of workers have workplace romance experiences according to a survey conducted by kalaydo.de (BBC, 2017).
However, there is another phenomenon related to workplace romance, and it is called a workplace affair. Workplace affair happens when two parties engage in the romantic relationship, but one or both of the parties is already engaged in a legal relationship such as marriage. Workplace affair is perceived as the dark side of workplace romance.
According to a survey conducted by CareerBuilder, in the US at least 20% of total workers who involved in workplace romance engaged in an illegitimate relationship, because one of the parties has been committed into marriage (Pizam, 2016).
Moreover, SHRM also admitted that almost 1 of 6 workplace romance could be classified as a workplace affair because one of the party or even worse, both parties, have engaged in the legal relationship. Another fact revealed that more than 40% of executives confessed they ever engaged in workplace affair in the condition when one of the parties is already married (The Economist , 2005).
Another survey conducted in the US showed almost half of married-men and forth of married-women engaged in extra-marital affair at least once during their lifetime (Jahan, Chowdhury, Rahman, Khair & Huq, 2017 The description above indicates company must manage the issue of romance in the workplace in order to mitigate the negative impact of it or at least to take precaution action by analysing the likelihood of employee's engagement in the workplace romance. Research of Doll and Rosopa (2015) to 148 full-time workers in educational institution found out that personal characteristic or personality has a significant effect on the intention of worker engaging in romance in the workplace. This personality element consists of attitude towards workplace romance, past behaviour concerning the experience of workplace romance, and conscientiousness, an indicator of Five-Factor Model personality inventory.
The research concluded that a positive attitude towards workplace romance and past behaviour is proven affecting workplace romance likelihood engagement. Conscientiousness personality also affects attitude towards workplace romance and intention to engage in a workplace romance.
According to the explanation and to follow up the research of Doll & Rosopa (2015), this study aims to extend the research of workplace romance which elaborates the illegitimate aspect of workplace romance or simply called workplace affair.
Previous research has stated various antecedents of the reason behind people engagement in a workplace romance, such as personality factor and previous experience. This study tries to elaborate on whether those antecedents play a significant role in predicting the likelihood of employee's engagement in workplace affair, an illegitimate form of workplace romance.
While previous research of Doll & Rosopa (2015) studied about the workplace romance, this research aims to extend the other perspective of the workplace romance, in which, seeing from the negative or illegitimate side of workplace romance.
As workplace affair is practically happened in various way, this research proposed several implications to the organization or company on how to face this phenomenon to reduce the unimportant mess that can affect the employee's productivity.
This study can be also used as an ethical factor for organization in considering the promotional agenda for middle and top management by conducting the background checking prior to the promotion.

Workplace Romance
Today, many women actively involved in a professional job; thus, it makes the interaction between male and female at work is more intense rather than decades ago. The intensity of teamwork is increasing together with more extended working hour, and it is considered as factors contributed to the occurrence of workplace romance since it makes the probability of employee's romance in every organisation rises (Shuck, Owen, Manthos, Quirk, & Rhoades, 2016). Moreover, Houston (2007) in Kolesnikova & Analoui (2012) admitted that in modern corporate society, the office is often associated as a single bar. It implies that office is the perfect place for a person to show his/her real colour and the best version of them (both in physical appearance and intellectual capacity) and also a place to find the right partner since many people spend many of their time working; thus, it allows them to know each other intensively (Kolesnikova & Analoui, 2012).
Workplace romance can be defined as an intense emotional relationship between two employees and expressing that feeling through the date or intimate contact (Mainiero, 1989;Quinn, 1977). Workplace romance can be explained as a mutual relationship between two parties at work, and it may involve sexual encounter or physical intimate in it (Biggs, Matthewman, & Fultz, 2012 ). Workplace romance requires a certain level of emotional intimacy between employees involved in it.
Following to Karl & Sutton (2000), workplace romance can happen between co-workers or Workplace romance is a phenomenon that perceived as usual, and many organisations did not have strict regulation to thwart it as long it does not bear negative consequences to the organisation, and the relationship is not the illegitimate one.
However, it is reported that many people who engaged in the workplace romance which characterised as illegitimate because one of the parties already committed in legal relationship such as marriage; thus, the romance becomes illegitimate and unethical. Such a relationship is called a workplace affair, and it is the dark side of workplace romance (Fan & Lui, 2004).

Workplace Affair
Workplace affair is considered as deviant behaviour and is an unacceptable form of workplace romance.
Workplace affair is also seen as a problem and is accused as the main reason behind a divorce Both of them share every detail thing, including a sensitive issue, and they feel strongly connected.
Usually, this affair starts with small talk and spending time together, in the end, the emotional connection is growing between them, and the just-in-headaffair is created. People who involve in this type of affair does not have any intention to leave his/her legal partner; thus, they perceived this affair just as deep friendship or platonic love. It involves secure and deep emotional attachment but not a sexual encounter.
''All-In-The-Family'' Affair is a type of affair between people who belong to one family. Sometimes this type of affair is considered as unusual, but the likelihood of occurrence is still probable -for example, an affair between husband and sister in law or any other combinations. The worst effect of this affair is the dysfunctionality of the family when it is revealed. Hatred and anger may follow afterwards (LaBier, 2010). ''It's-Not-Really-An-Affair'' or Imaginary Affair happens when one party believes that he/she engaged in a serious relationship, but another party denies this relationship. In this affair, one party waits to have a real relationship and willing to leave his/her legal partner while another party believe the relationship does not have any prospect in the future; thus, does not have any intention to process the affair further.
In the record, usually, many women are trapped in this relationship. They believe that her partner has the willingness to create a serious relation, not just a casual affair. However, many men never fulfil the hope of his partner and still maintain his marriage and refuse to turn his affair into a legal relationship (LaBier, 2010).
The last one is the ''Mind-Body'' affair. This type is considered as a fatal affair since the effect of this affair usually leads to divorce. In this affair, both parties are involved physically and mentally. From the above explanation, it concludes that it is imperative to prevent workplace affair . The organisation needs to formulate a policy which can thwart the phenomenon from manifestation. Many scholars argue that antecedent of workplace affair can come from the surrounding environment but also personality disposition. Doll & Rosopa (2015) said that romance in the workplace is triggered by employees' attitude, past behaviour, and conscientiousness personality.

Attitude
Following the theory of reasoned action formulated by Ajzen & Fishbein (1980), a person's behaviour is determined by his/her behaviour intention.
Behaviour intention itself is affected by a person's attitude towards the particular behaviour and also his/her perception of how other people think and expect about the particular behaviour or called a subjective norm.
Attitude is an evaluative statement whether positive or negative about particular object, person, or event. Attitude also reflects the affective side of a person or how he/she feels about something. A person's attitude towards particular behaviour can be indicated by his/her general feeling about the consequences of the behaviour, whether it gives advantage or disadvantage result (Foong & Khoo, 2015).
According to psychological theory, attitude is a psychological construction, mental and emotional entity that characterises a person. The property of attitude is complex, and it originates from life experience a person is exposed. Attitude is mental stated which associated with specific values and embedded through responsive expression towards a person, place, object, or event and in the end, it affects individual action. In simple terminology, attitude is defined as an evaluative statement towards something, and it is a reflection of a person's emotion.
Theory of Planned Behavior of Ajzen (1985, in Doll & Rosopa, 2015 further explained that besides social norm and personal control, attitude is a strong predictor of someone's behaviour. For example, when an employee has a good attitude about workplace romance and the organisational norm allows the attitude and the employee have control over the behaviour usually the likelihood of employee to engage in workplace romance is higher. It usually means a person's attitude will manifest in the behaviour. Pierce (1998) illustrated the association between attitude and engagement of workplace romance. In the study, Pierce (1998) argued that attitude toward workplace romance has a strong correlation with engagement in a workplace romance, for example, if an employee thinks about workplace romance positively, the tendency of workplace romance engagement rises.
Based on the results of previous studies done by Doll & Rosopa (2015), which shows a positive relationship between attitude towards workplace romance and willingness to engage in workplace romance. So, it can be said that, if the employees have a positive attitude towards workplace romance, then the employees will too, act according to their intentions, by tending to get engaged in the workplace romance. Through previous research, it can be believed, employees with positive attitude towards workplace affair (a more specific form of the workplace romance), then their tendency to get engaged in a workplace affair is also positive.
This follow the hypothesis 2 (H2) in the research which states: Attitude of employees in Jabodetabek towards workplace affair has positive effect to their intention to engage in a workplace affair.

Past Behaviour
Attitude is proven as a strong predictor of behaviour, and attitude itself is believed shaped through the life experience of a person. It implies that past behaviour or experience will determine the attitude of a person towards something, including workplace romance. If the employee has previous experience in the past concerning romance in the workplace, in the future, it will affect the attitude of employee positively.
In the last decades, several studies have indicated that past behaviour or experience will determine the likelihood of a person to replicate or to avoid the similar behaviour in the future (Trafimow & Borrie, 1999). Following self-perception theory which cited by Doll & Rosopa (2015), it explains that when an individual creates a confident attitude, it will be based on experience or past behaviour. Past behaviour of workplace romance will predict workplace romance behaviour in the future. The behaviour manifestation will stronger if the attitude towards particular behaviour is positive, which implies that attitude is the mediator between past behaviour and future behaviour (Doll & Rosopa, 2015).
Based on previous research conducted by Doll & Rosopa (2015), the result states that there is a positive relationship between past behavior in workplace romance with his intention to be involved in the workplace romance. Thus, from the results of these studies, it can also be hypothesed that past behavioror prior engagement in a workplace romance for employees in Jabodetabek gives positive effect on the desire to engage in a workplace affair. Thus, the researches create the hypothesis 1 (H1) which states: Past behavior or prior engagement in the workplace romance at Jabodetabek has a positive effect on the intention to engage in workplace affair. According to Doll & Rosopa (2015), it states that there is a positive correlation between past behavior in the workplace romance with its attitudes towards workplace romance. Based on this research, it can be also believed that if the employees have been involved in the workplace romance in the past, then their attitudes towards workplace affair will also be positive. This leads to the hypothesis 4 (H4) which states: Past behavior or prior engagement in a workplace romance for employees at Jabodetabek has a positive effect on its attitude towards the workplace affair.

Conscientiousness
Past behaviour and attitude are proven as a strong predictor of behaviour. However, many scholars argue that personality disposition also plays essential roles in determining a person's behaviour. Concerning workplace romance, in particular, conscientiousness personality, which is one dimension of Big Five Personality, will affect the likelihood of people creating intimacy with a co-worker. Many studies concerning personality traits explain the effect of personal disposition into behaviour in various situations (Ali, 2018). Big Five is a theory about personality which emerged in the 20 th century, and it is considered as the widely accepted and used by many scholars and practitioners when evaluating a person's personality.
Moreover, Big Five Model has been implemented for years, and it is admitted being able to provide a framework for an organisation to fully comprehend a person's personality in the broader spectrum (Arora & Rangnekar, 2016). The theory consists of five personality factors, and each factor has six facets; thus, the Big Five Model will create thirty elements of personality. The theory is formulated by a researcher named Lewis Goldberg, who explained the theory in his study about the analysis factor of personality traits, and it was named Big Five. Conscientiousness is a dimension which explains the ability of a person to organise things, persistency level, self-control, and motivation to achieve the goal (Costa & McCrae, 1990). Conscientiousness also reflects of how far an individual makes self-judgement and achievement orientation.
It characterises through obedience to rule and regulation, hard-working, ambitiousness, wellorganised, and responsibility. Effective planning and efficient time management will allow people to have more free time; thus, it will ease the pressure, lowering stress level, and minimise conflict (Ali, 2018). A person with a high level of conscientiousness tends to be more organised, trustworthy, dependable, and high achiever. It makes them easier to complete the tasks, create a positive mood, and boost self-esteem. On the contrary, a person with a low level of conscientiousness tends to be more spontaneous and less organised.
There are six facets of conscientiousness; there are; (1) competence, it relates with the ability to do something, (2) order, it connects with the ability to organise, (3) dutifulness, it correlates with dependability, (4) achievement-striving, (5) selfdiscipline, and (6) deliberation or consideration before action (Costa & McCrae, 1990). Currently,   Jabodetabek has a negative effect on their intention to engage in the workplace affair.
Furthermore, ccording to Doll & Rosopa (2015), it states that there is a negative relationship between conscientiousness and the attitudes towards workplace romance. So, from the research results, it can also be believed that employees with high conscientiousness certainly has a negative attitude towards workplace affair because of their thoroughness, these employees prefer not to siding with a workplace affair. This leads to the hypothesis 5 (H5) that states: The conscientiousness of employees in Jabodetabek has a negative effect to their attitude towards the workplace affair.

METHODS
This research tries to test the model proposed by Doll & Rosopa (2015) who study workplace romance. The study concluded that personal characteristic gives a significant contribution to the intention of employee's engagement in a workplace romance. Personal characteristics in that research include attitude, past behaviour and conscientiousness level.
Based on the research design of Malhotra (2010), this study is a conclusive research which is defined to test the hypothesis and analyze the effect of the research criteria in structured way, quantitative analysis, with a large and representative sample. In the data collection process, the method used is a single cross-sectional method, with data collection done one time within a certain period of the targeted population (Malhotra, 2010). Data in this study will be obtained from distributing questionnaires given in a form of questions and systematic statements, which followed by data processing. Sampling However, research of Doll & Rosopa (2015) focused on engagement in a workplace romance, while engagement in workplace affair has not been explored yet. Therefore, the research model in this study is different from the study of Doll & Rosopa (2015). In this study, there is a modification where the dependent variable is engagement in workplace affair rather than engagement in workplace and not every respondent is willing to answer and admit past behaviour which has negative connotation such as an affair. Conscientiousness level is measured through persistence, self-control, and motivation that every respondent has.

Variable Workplace Affair
This variable is tested via a scenario with the following questions included in the form of a rating.

Variable Conscientiousness
Conscientiousness symbolizes the individual's ability in organizing something, their persistence, self-control, and motivation in behaving in accordance with their end goal (Costa & McCrae, 1990). In this study, conscientiousness is defined as thoroughness, persistence, self-control, and his motivation to act, or have the intention to engage in a workplace affair with a measurement indicator sourced from (Goldberg, 1999). multiplied by five is 170. This formula follows the maximum likelihood method, which stated that the minimum sample size is between 100 to 500 to be able to be processed using the structural equation model or SEM (Wijanto, 2008). In the end, as many as 257 questionnaires are distributed, and 250 questionnaires are eligible to be further processed.

Result
Descriptive analysis is conducted by computing the mean of respondents' answer for every variable.
Measurement is using five scale Likert, which mean if the mean is closer to 5, the variable is higher and vice versa.  This finding can be explained using Ajzen (1985) proposition in the theory of planned behaviour or TPB. TPB explains that the decision of a person to behave in a certain way is determined by the attitude of a person in evaluating that behaviour.
It concludes that a worker will tend to engage can be classified as urban workers.

Discussion
Following the theory of Ferdinand Tonnies (Marius, 2006), workers in an urban area is a part of the In this study, it is found that employees have a tendency to engage in a workplace romance, specifically workplace affair, when they have experience in a relationship at work (past behavior),