scholarly journals THE ROLE OF SELF-CONSTRUAL AND GOAL ORIENTATION ON EMPLOYEE INNOVATIVE WORK BEHAVIOR

2020 ◽  
Vol 19 (3) ◽  
pp. 233-245
Author(s):  
Ernie Frislia ◽  
Seger Handoyo
Keyword(s):  
Goal Orientation ◽  
Manufacturing Industry ◽  
Online Survey ◽  
Analysis Data ◽  
Goal Orientations ◽  
Work Behavior ◽  
Survey Method ◽  
Innovative Work Behavior ◽  
Self Construal ◽  
Innovative Work

Innovation is an effort to increase the companies' competitiveness in Indonesia in the era of the ASEAN Economic Community and confront the fourth industrial era. Innovative work behavior is an organization's methods to implement innovations and improve performance, excellence, competitiveness, and confront changes in the dynamic external environment. This study aims to examine the effect of self-construal and goal orientation on innovative work behavior by testing hypotheses using multiple regression analysis. Data collection in this study uses an innovative work behavior scale, self-construal scale, and goal orientation scale, an online survey method filled by 168 employees working in the manufacturing industry sectors in Indonesia. The results show that self-construal and goal orientation have a positive effect on innovative work behavior, enhancement in self-construal, and goal orientation to increase employees' innovative work behavior—the contribution of goal orientation significant higher for employees' innovative work behavior than for self-construal contributions. Individuals with goal orientations can help organizations to develop innovation through innovative work behavior.

scholarly journals Peran Psychological Empowerment dalam Hubungan antara Empowering Leadership dengan Perilaku Kerja Inovatif

2018 ◽  
Vol 9 (1) ◽  
pp. 77
Author(s):  
Dhuha Trieska Amalia ◽  
Seger Handoyo
Keyword(s):  
Online Survey ◽  
Psychological Empowerment ◽  
Analysis Data ◽  
Work Behavior ◽  
Empowering Leadership ◽  
Innovative Work Behavior ◽  
Private And Public ◽  
Innovative Work ◽  
Indirect Relationship ◽  
The Relationship

This study examined the relationship between empowering leadership from the perspective of subordinates and employees’ innovative work behavior and to test the role of psychological empowerment as a mediator variable. The hypotheses were simultaneously tested using path analysis. Data were collected with an online survey answered by 146 employees at various manufacture industry sectors both private and public in Indonesia, such as manufacture of food and beverages products, wood, chemicals, pharmeceuticals, basic metal, and the others. Sample of this study consist of 60,3% male and 39,7% female, with the average age was 29 years old. This study found a direct and indirect relationship between empowering leadership and innovative work behavior via psychological empowerment. This study indicates that psychological empowerment partially mediates the relationship between empowering leadership and innovative work behavior. In addition, both empowering leadership and psychological empowerment are able to trigger employees’ innovative work behavior.Key words: Empowering Leadership, psychological empowerment, innovative work behaviorAbstrak: Inovasi yang dilakukan oleh karyawan merupakan salah satu cara terbaik dalam meningkatkan inovasi dan kesuksesan organisasi. Penelitian ini menguji hubungan antara empowering leadership berdasarkan perspektif dari bawahan dengan perilaku kerja inovatif karyawan dan menguji peran psychological empowerment sebagai variabel mediator. Hipotesis penelitian ini diuji dengan menggunakan analisis jalur. Data penelitian ini dikumpulkan melalui survei secara online yang diisi oleh 146 karyawan yang bekerja di berbagai sektor industri manufaktur baik perusahaan umum maupun swasta di Indonesia, seperti industri makanan dan minuman, kayu, farmasi, bahan kimia, logam dasar, dan lain-lain. Sampel dari penelitian ini terdiri dari 60,3% laki-laki dan 39,7% perempuan, dengan usia rata-rata responden yaitu 29 tahun. Penelitian ini menemukan bahwa terdapat hubungan langsung dan tidak langsung antara empowering leadership dengan perilaku kerja inovatif melalui psychological empowerment. Hasil penelitian ini mengindikasikan bahwa psychological empowerment berperan sebagai mediator parsial dalam hubungan kedua konstruk tersebut. Empowering leadership dan psychological empowerment dapat memicu munculnya perilaku kerja inovatif karyawan.

scholarly journals EXPLORING THE RELATIONSHIP BETWEEN PROCEDURAL JUSTICE AND INNOVATIVE WORK BEHAVIOR IN HOSPITALITY INDUSTRY

2019 ◽  
Vol 21 (1) ◽  
pp. 21-31 ◽  
Author(s):  
Noerchoidah Noerchoidah ◽  
Dhyah Harjanti
Keyword(s):  
Procedural Justice ◽  
Knowledge Sharing ◽  
Partial Least Square ◽  
Least Square ◽  
Work Behavior ◽  
Survey Method ◽  
Research Model ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

The purpose of this study is to examine the relationship between procedural justice, know­ledge sharing and innovative work behavior. The research model and hypothesis were developed from related literature. The data was collected through survey method on 297 supervisors of four and five star hotels in East Java, Indonesia. The obtained data from the questionnaire were tested with Partial Least Square (PLS) to investigate the research model. The results confirm that pro­cedural justice has positive impact on knowledge sharing. While the effect of knowledge sharing on innovative work behavior is another finding of this research. The implications of this study are discussed in the conclusions section of the study

The impact of humor climate on innovative work behavior: evidence from the banking industry in Russia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Elizaveta Yu Logacheva ◽  
Maria S. Plakhotnik
Keyword(s):  
Online Survey ◽  
Banking Industry ◽  
Work Behavior ◽  
Supervisory Support ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Office Employees ◽  
Back Office ◽  
The Impact

Purpose The purpose of this study is to investigate the impact of humor work climate on innovative work behavior of back-office employees in the banking industry in Russia. Design/methodology/approach Data was collected via an online survey that included scales to measure humor climate and innovative work behavior. The survey was distributed electronically among employees of one department of a bank. The sample included 104 back-office employees (response rate 60.4%). Correlation and regression analyses were used. Findings The results indicate that humor climate fosters employee innovative work behavior. Positive humor contributes to innovative work behavior more than remaining humor climate dimensions (i.e. negative humor, outgroup humor and supervisory support). Only position type (managers vs non-managers), and not gender, education and job tenure, was found to have a significant impact on employee perceptions of humor climate and innovative work behavior exhibition. Originality/value This study adds to the limited empirical evidence on the links between humor and innovative work behavior, especially at a group level. This study focused on humor climate as a multidimensional construct, whereas previous research mostly explored positive forms of humor in relation to different social aspects of the organization. To the best of authors’ knowledge, this study is first to use a validated scale to explore connections between innovative work behavior and humor climate.

Transformational leadership and innovative work behavior

2014 ◽  
Vol 114 (8) ◽  
pp. 1270-1300 ◽  
Author(s):  
Bilal Afsar ◽  
Yuosre F. Badir ◽  
Bilal Bin Saeed
Keyword(s):  
Transformational Leadership ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Self Construal ◽  
Innovative Work ◽  
The Relationship

Purpose – The purpose of this paper is to explore the mediating role of psychological empowerment and the moderating role of self-construal (independent and interdependent) on the relationship between transformational leadership and employees’ innovative work behavior (IWB). Design/methodology/approach – A total of 639 followers and 87 leaders filled out questionnaires from cross-industry sample of five most innovative companies of China. Structural equation modeling was used to analyze the relations. Findings – Results revealed that psychological empowerment mediated the relationship between transformational leadership and IWB. The research established that transformational leadership positively influences IWB which includes idea generation as well as idea implementation. The results also showed that the relationship between transformational leadership and IWB was stronger among employees with a higher interdependent self-construal and a lower independent self-construal. Originality/value – This study adds to IWB literature by empirically testing the moderating role of self-construal and the mediating role of psychological empowerment on transformational leadership-IWB link.

scholarly journals Job Autonomy sebagai Moderator pada Pengaruh Job Insecurity terhadap Perilaku Kerja Inovatif

2019 ◽  
Vol 9 (2) ◽  
pp. 101
Author(s):  
Ludi Prasetyo Ardy ◽  
Fajrianthi Fajrianthi
Keyword(s):  
Manufacturing Industry ◽  
Job Insecurity ◽  
Standard Procedure ◽  
Work Conditions ◽  
Job Control ◽  
Work Behavior ◽  
Job Autonomy ◽  
Innovative Work Behavior ◽  
Job Demand ◽  
Innovative Work

This study aims to examine the role of job insecurity towards innovative work behavior with job autonomy as a moderator. The concept of the three variables were tested using the theoretical concepts of job demand and job control. In the condition of "active job", individuals can produce ideas and innovations in responding to work conditions. Previous studies show that active jobs can be obtained when there is a high interaction between high job demand and job control. Based on these studies it can be assumed that job insecurity (job demand) and job autonomy (job control) will influence innovative work behavior. This study used a quantitative approach by using SEM-PLS to analyze data. A total of 194 participants in a manufacturing industry, primarily from its production units, were involved in this study. The results show that job insecurity has a negative significant effect on innovative work behavior while job autonomy has a positive significant effect on the variable. The moderation test of job autonomy on the effect of job insecurity on innovative work behavior show no significant result. The strict operational standard procedure in the production unit is assumed as one of the factors that makes job autonomy does not play a role in reducing the negative influence of job insecurity on innovative work behavior.

scholarly journals ANALISIS GAMBARAN KEPEMIMPINAN TRANSFORMASIONAL, WORK ENGAGEMENT DAN PERILAKU KERJA INOVATIF KARYAWAN

2018 ◽  
Vol 3 (3) ◽  
pp. 79-88
Author(s):  
Dewi Kania ◽  
Syamsul Hadi Senen ◽  
Masharyono Masharyono
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Descriptive Analysis ◽  
Research Unit ◽  
Work Behavior ◽  
Survey Method ◽  
Cross Sectional ◽  
Innovative Work Behavior ◽  
High Category ◽  
Innovative Work

Purpose - The purpose of this study is to see the description of transformational leadership, work engagement and innovative work behaviorDesign/methodology/approachh - The design of this study was cross sectional method. This research uses descriptive approach with explanatory survey method. The analysis research unit is employees of PT. Jasa Marga Purbaleunyi Bandung Branch as much 82 people. Data collection using questionnaire. The analysis technique used is descriptive technique by using frequency distributionFindings - Based on the results of the research using descriptive analysis, the results obtained that transformational leadership in the quite effective category, work engagement in the quite high category, and innovative work behavior in the high category. Originality/value -  The differences in this study located on an object research , time research , a measuring instrument , literature that used , the theory that is used and the results of the study.

scholarly journals THE ROLE OF ETHICAL LEADERSHIP IN PROMOTING EMPLOYEE INNOVATIVE WORK BEHAVIOR MEDIATED BY THE PERCEIVED MEANINGFUL WORK AMONG THE ICT SECTOR STAFF IN OMAN

2020 ◽  
Vol 2 (5) ◽  
pp. 401-415
Author(s):  
Dr. Muhammad Tahir
Keyword(s):  
Ethical Leadership ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Leadership Behavior ◽  
Meaningful Work ◽  
Work Behavior ◽  
Survey Method ◽  
Innovative Work Behavior ◽  
Innovative Work

The ICT sector in Oman has a lot of potentials to grow and contribute to the employment creation and diversification of the economy of the country. The sector also faces global international competition and requires to give greater attention to the creative potential of its staff to compete. In the present study, we investigated how ethical leadership can influence employee innovative work behavior with the mediating role of perceived meaningful work. By using the survey method as a primary method of data collection, we generated a useable sample of 121 participants belonged to the ten selected ICT firms. We utilized the SmartPLS version 3 for data analysis. The analysis included an assessment of the measurement model for testing the reliability, convergent validity, and discriminant validity of the constructs for which we found satisfactory results. The second stage of analysis included an assessment of the structural model for hypothesis testing. We found that ethical leadership has positive and significanteffects on employee innovative work behavior (?=1.77, P<.05); and perceived meaningful work (?=.815, P<.05). We did not find significant effects of perceived meaningful work on employee innovative work behavior (?=-.077, P>.05). The analysis of indirect effects for testing the mediation hypothesis shows that perceived meaningful work does not work as a mediator between the relationship of ethical leadership and employee innovative work behavior (?=-.634, P>.05). Our findings imply that ICT firms should develop ethical leadership behavior among the supervisory staff, line managers, and team leaders to facilitate favorable employee outcomes in this particular context. Keywords:Ethical Leadership, Innovative Work Behavior, Creativity, Meaningful Work, ICT, Oman

scholarly journals The Interplay of Leadership Styles, Innovative Work Behavior, Organizational Culture, and Organizational Citizenship Behavior

SAGE Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. 215824401989826 ◽  
Author(s):  
Muhammad Asad Khan ◽  
Fadillah Binti Ismail ◽  
Altaf Hussain ◽  
Basheer Alghazali
Keyword(s):  
Higher Education ◽  
Organizational Culture ◽  
Leadership Styles ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Innovative Work Behavior ◽  
Innovative Work

Leadership stains affect the follower’s performances regarding innovative work behavior, and a gap is found in leadership research in higher education, specifically in Pakistan. The basic purpose of this research is to point out the effect of leadership styles on innovative work behavior under the mediating and moderating roles of organizational culture and organizational citizenship behavior among the Head of the Departments (HODs) in higher education institutions (HEIs). A survey method has been carried out to collect data from 160 respondents to, further, verify how leadership styles of academic leaders affect employees’ performances in universities. The statistical study exposes a substantial positive effect of leadership styles on innovative work behaviors of employees highlighting mediating and moderating effects of organizational culture and OCB on such a relationship. This study carries various implications for prior research in both theoretical and practical fields, and its scope may also be enlarged, geographically or institutionally, to another context. This research uncovers the relationship of leadership styles and innovative work behavior in academic research, which has been ignored before in higher education of Pakistan.

scholarly journals THE EFFECT OF TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL SUPPORT, KNOWLEDGE SHARING AND ENGAGEMENT TO INNOVATIVE WORK BEHAVIOR OF TEACHERS AT PRIVATE SHIPPING VOCATIONAL SCHOOLS IN JAKARTA

2017 ◽  
Vol 1 (1) ◽  
pp. 14
Author(s):  
Nila Mutia Mutia
Keyword(s):  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Employee Engagement ◽  
Organizational Support ◽  
Work Behavior ◽  
Survey Method ◽  
Vocational Schools ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Positive Effect

The objective of this research is to study the effect of the transformational leadership, organizational support, knowledge sharing and employee Engagement to innovative work behavior of teachers at private shipping vocational schools in Jakarta. Quantitative Method was used in this research as well as Survey Method. The samples of this research were one hundred and twenty three teachers selected randomly out of one hundred and sixty five teachers. The data were obtained by distributing questionnaires and were analyzed by using the path analysis. It can be concluded from the result of the research that: 1) the transformational leadership, organizational support and employee Engagement had a direct positive effect on innovative work behavior; 2) the transformational leadership, knowledge sharing and organizational support had a direct positive effect on employee Engagement; and 3) the transformational leadership and organizational support had a direct positive effect on knowledge sharing. Therefore, to improve innovative work behavior of teachers, the transformational leadership, organizational support and employee Engagement should be improved.

scholarly journals Enhancing Innovative Work Behavior in the Hospitality Industry: Empirical Research from East Java, Indonesia

2021 ◽  
Vol 21 (1) ◽  
pp. 96-110
Author(s):  
Noerchoidah ◽  
Anis Eliyana ◽  
Budiman Christiananta
Keyword(s):  
Procedural Justice ◽  
Knowledge Sharing ◽  
Structural Equation ◽  
Interactional Justice ◽  
Work Behavior ◽  
Equation Modeling ◽  
Survey Method ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Underlying Mechanisms

Innovative work behavior has received special attention in the hospitality context because of its important role in increasing the competitive advantage of the organization. This study aims to identify innovative work behavior predictors and their underlying mechanisms from a multilevel perspective. This study uses a survey method with 255 respondents. We analyzed the data using the Analysis of Moment Structure (AMOS) for Structural Equation Modeling (SEM). The results showed that procedural justice and interactional justice have a positiveeffecton innovative work behavior. Furthermore, knowledge sharing acts as a mediator between them. This study highlights the role of knowledge sharing, procedural justice,and interactional justice in innovative work behavior and provides further advice on how supervisors can improve innovative work behavior in their organizations.

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