scholarly journals Hubungan Cyberloafing dengan Innovative Work Behavior pada Pekerja Generasi Milenial dalam Industri Kreatif Digital

2018 ◽  
Vol 3 (2) ◽  
pp. 101
Author(s):  
Kurnia Sri Wijanarko ◽  
Herison Pandapotan Purba
Keyword(s):  
Work Behavior ◽  
Probability Sampling ◽  
Innovative Work Behavior ◽  
Purposive Sampling ◽  
Innovative Work ◽  
Innovative Work Behaviour

Sejauh mana perusahaan dapat berinovasi ditentukan oleh perilaku kerja inovatif dari masing-masing pekerja, terutama pekerja generasi milenial yang mendominasi di era digital sekarang yang mengaburkan batasan kerja dengan kehidupan pribadi. Hal ini memunculkan fenomena cyberloafing. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik survei secara online. Teknik samplingyang digunakan adalah non-probability sampling bertipe purposive sampling. Jumlah subjek penelitian sebanyak 103 responden yang tersebar di berbagai industri kreatif digital di Indonesia. Alat pengumpulan data berupa kuesioner cyberloafing dan alat ukur Innovative Work Behaviour. Analisis data dilakukan dengan teknik statistik korelasi Bivariate Pearson dengan bantuan program IBM SPSS Statistic 25 for Windows. Hasil penelitian menunjukkan bahwa terdapat hubungan yang kuat dengan arah hubungan positif (r(103)=0,518, p<0,05) antara cyberloafing dengan innovative work behaviour generasi milenial yang bekerja di industri kreatif digital.

scholarly journals PENGARUH LEADER MEMBER EXCHANGE (LMX) DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) TERHADAP INNOVATIVE WORK BEHAVIOR (IWB) UNTUK MENINGKATKAN KINERJA ORGANISASI (STUDI PADA PT. (PERSERO) ANGKASA PURA I BANDAR UDARA INTERNASIONAL HASANUDDIN)

2018 ◽  
Vol 14 (3) ◽  
pp. 217-227
Author(s):  
Nurdjanah Hamid
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Probability Sampling ◽  
Innovative Work Behavior ◽  
Member Exchange ◽  
Innovative Work

Penelitian ini bertujuan untuk mengetahui pengaruh langsung dan tidak langsung leader member exchange (LMX), organizational citizenship behavior (OCB) dan innovative work behavior (IWB) terhadap kinerja organisasi pada PT. Persero Angkasa Pura I Bandar Udara Internasional Sultan Hasanuddin Makassar. Penelitian ini menggunakan pendekatan kuantitatif dan analisis jalur dengan bantuan Amos ver. 21. Data diperoleh melalui penyebaran kuesioner dan wawancara langsung kepada responden dengan menggunakan metode pemilihan sampel probability sampling dengan jumlah sampel sebanyak 146 orang. Hasil Penelitian menunjukkan bahwa LMX berpengaruh positif dan signifikan terhadap IWB dan OCB berpengaruh positif dan signifikan terhadap IWB. LMX memiliki pengaruh terhadap Kinerja organisasi. OCB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi. IWB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi. LMX berpengaruh positif dan signifikan kinerja organisasi melalui IWB. OCB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi melalui IWB.

FOSTERING EMPLOYEES’ INNOVATIVE WORK BEHAVIOUR IN HEALTHCARE ORGANISATIONS

2019 ◽  
Vol 24 (02) ◽  
pp. 2050014 ◽  
Author(s):  
DANIELA CARLUCCI ◽  
MATTEO MURA ◽  
GIOVANNI SCHIUMA
Keyword(s):  
Public Sector ◽  
Organizational Climate ◽  
Structural Equation ◽  
Work Behavior ◽  
Organizational Level ◽  
Hospital Data ◽  
Innovative Work Behavior ◽  
Organisational Climate ◽  
Innovative Work ◽  
Innovative Work Behaviour

Healthcare workers’ innovative work behaviour plays a key role in generating innovation. To date determinants of innovative work behaviour are not completely detected and there is a call for additional empirical evidence on organizational-level factors influencing individual’s innovation. This study empirically explores the relationships between organizational climate, organisation’s openness to innovation, and innovative work behaviour in the context of a public sector healthcare organization. A survey has been conducted on employees of a large Italian public sector hospital. Data collected on 560 professionals have been analyzed through Structural Equation Modelling technique. The results show that organisational climate affects employees’ innovative work behavior both directly and indirectly through organisation’s openness to innovation. Specifically our findings highlight that organization’s openness to innovation partially mediates the relationship between organizational climate and employees’ innovative work behavior. The results should lead managers to consider the importance of organizational climate and openness to innovation as effective levers to pull in order to improve employees’ innovative work behavior.

scholarly journals Apakah pemberdayaan pembelajar dapat mendukung kemampuan inovatif mahasiswa? Pengujian korelasional dan komparatif

2021 ◽  
Vol 10 (1) ◽  
pp. 16-32
Author(s):  
Fatina Zahra Aurelia ◽  
Arum Etikariena
Keyword(s):  
College Students ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Convenience Sampling ◽  
Innovative Work Behaviour ◽  
Behavior Scale ◽  
Learner Empowerment ◽  
The Relationship ◽  
One Way Anova

AbstractCompetition between companies relies on innovations from their employees. The potential of innovative employees could be developed since they were college students. One of the many ways to see their potential is by looking at how they perceive their capabilities, impacts, and means in academic settings, also known as learner empowerment. This study aims to look at the relationship between Learner Empowerment and Innovative Work Behavior in University of Indonesia college students. Participants of this research are 539 students above freshman year, gathered using the convenience sampling technique. The instrument used are the Innovative Work Behavior Scale by Janssen (2000) (? = 0,88) and the Learner Empowerment Scale by Frymier dkk. (1996) (? = 0,87), both instruments are adapted accordingly to suit the participants for this research. Analysis techniques used are Pearson's Correlation, Independent Sample T-Test, and One-way ANOVA. Results showed that there's a positive significant relationship between learner empowerment and innovative work behaviour. Dimensions of learner empowerment (meaningfulness, competence, impact) also have significant relationships to innovative work behaviour, with impact as the strongest determinant. Further research can explore other factors that explain the relationship between these two variables.Keywords: College Students; Correlational Research; Innovative Work Behavior; Learner Empowerment AbstrakPersaingan antar perusahaan pada masa ini membutuhkan ide inovatif dari karyawannya. Kemampuan inovatif karyawan dapat dikembangkan sejak individu masih menjadi mahasiswa. Salah satunya dengan bagaimana mahasiswa mempersepsikan kemampuan, potensi, dan peran yang dimilikinya dalam lingkungan belajar, dikenal sebagai pemberdayaan pembelajar. Penelitian ini bertujuan untuk melihat hubungan antara pemberdayaan pembelajar dengan perilaku kerja inovatif pada mahasiswa Universitas Indonesia. Partisipan penelitian merupakan 539 mahasiswa yang berada di atas semester 3, didapatkan melalui teknik convenience sampling. Alat ukur yang digunakan merupakan Innovative Work Behavior Scale dari Janssen (2000) (? = 0,88) dan Learner Empowerment Scale dari Frymier dkk. (1996)  (? = 0,87) yang diadaptasi menyesuaikan target partisipan penelitian. Teknik analisis yang digunakan adalah Pearson Correlation, Independent Sample T-Test, dan One-way ANOVA. Hasil penelitian menunjukkan bahwa terdapat hubungan positif dan signifikan antara Pemberdayaan Pembelajar dan Perilaku Kerja Inovatif. Ketiga dimensi pemberdayaan pembelajar (meaningfulness, competence, impact) juga secara signifikan berhubungan dengan perilaku kerja inovatif, dengan dimensi impact sebagai penentu terkuat. Penelitian lanjutan dapat mencari faktor yang mampu menjelaskan hubungan kedua variabel ini.Kata kunci: Mahasiswa; Pemberdayaan Pembelajar; Penelitian Korelasional; Perilaku Kerja Inovatif

WHAT IMPACT DO STRUCTURAL, RELATIONAL AND COGNITIVE ORGANISATIONAL SOCIAL CAPITAL HAVE ON EMPLOYEE INNOVATIVE WORK BEHAVIOUR? A STUDY FROM CHINA

2017 ◽  
Vol 21 (02) ◽  
pp. 1750012 ◽  
Author(s):  
TAYYABA AKRAM ◽  
SHEN LEI ◽  
MUHAMMAD JAMAL HAIDER ◽  
MUHAMMAD WAQAR AKRAM
Keyword(s):  
Social Capital ◽  
Multiple Regression ◽  
Service Provider ◽  
Work Behavior ◽  
Regression Analyses ◽  
Innovative Work Behavior ◽  
Computer Based ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Practical Implications

In this study, researchers proposed that organisational social capital (OSC) have a positive and significant impact on the employee innovative work behaviour. Three forms of OSC i.e., structural, relational and cognitive OSC proposed to have a positive and significant impact on the employee innovative work behavior. To find out how much variance each of these forms of OSC contribute in employee innovative work behaviour, correlation and multiple regression analyses were applied on a sample of 235 employees collected from an IT and computer-based service provider firm situated in China. Results and findings from these analyses significantly and positively supported the three hypotheses of this study. Moreover, structural OSC explained highest variation in dependent variable, employee innovative work behaviour, followed by cognitive and relational OSC respectively. Further, theoretical and practical implications are also discussed.

scholarly journals How Organizational Climate Mediates Employee Innovative Work Behavior among Food Manufacturing Industries in COVID-19 Pandemic: Implications to Business Economics and Management

2021 ◽  
Vol 39 (12) ◽  
Author(s):  
Chi Hau Tan ◽  
Harsandaldeep Kaur ◽  
A. Apsara Saleth Mary ◽  
Michael Bhobet Baluyot ◽  
MA. Dina D. Jimenez ◽  
...  
Keyword(s):  
Organizational Climate ◽  
Manufacturing Industries ◽  
Work Behavior ◽  
Business Economics ◽  
Food Manufacturing ◽  
Innovative Work Behavior ◽  
Meaningful Relationship ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
High Level

In this context, the study explored the relationship between organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. The study is a descriptive correlational survey research design where data is sourced out from a total of randomly sampled 260 employees. Results revealed that a favourable organizational climate on innovation, proactivity, and risk-taking is prevailing among the companies. A very high level of innovative work behaviour is emanating among the employees on idea exploration, generation, championing, and implementation. Test of differences showed that employee gender, position, unit, and years of service spelt significant differences in the perception of the employees on organizational climate and innovative work behaviour. A meaningful relationship surfaced between organizational climate and employee innovative work behaviour, suggesting that for food manufacturing industries to sustain innovative and competitive advantages, there is a need to promote a nurturing and encouraging entrepreneurial organizational climate. Finally, a congruency among the domains of organizational climate and employee innovative work behaviour emerged. It suggests that when higher positive organizational climate surfaces, the more likely the employee's manifest innovation work behaviour. This study addressed the gap by providing organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia.  

The Role of Talent Management Practices on Employee Innovative Work Behaviour: Moderating Role Transformational Leadership

2020 ◽  
Vol 9 (4) ◽  
pp. 338-346
Author(s):  
SAYYAM SAYYAM ◽  
MUHAMMAD ADIL ◽  
MUHAMMAD HAMAYUN
Keyword(s):  
Transformational Leadership ◽  
Management Practices ◽  
Banking Sector ◽  
Talent Management ◽  
Moderating Effect ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Management Domain ◽  
Innovative Work ◽  
Innovative Work Behaviour

The present study was conducted to examine the effect of talent management practices on Employee Innovative Work Behavior in project-based organizations. The study also examined the moderating effect of Transformational Leadership between talent management practices and Employee Innovative Work Behavior. The data was collected from project-based organizations like software houses, construction companies, and NGOs in Peshawar city. The convenience sampling technique was used to gather the data. For this purpose, a total of 220 questionnaires were distributed, and 201responses were recorded. The Preacher and Hayes process macro was adopted to check the moderating effect. The results of the study suggest that Transformational leadership strongly moderates the relationship between talent management practices and employee innovative work behavior. This research has a significant contribution to the project management domain. The study has some limitations and as the cross-sectional method was used for data collection. Future research directions were also suggested like, different sectors such as manufacturing firms, the health sector, the educations sector, the banking sector, and the telecommunication sector, etc can also be the target for generalization of results. Keywords: Talent Management Practice (TMP), Employee Innovative Work Behaviour (EIWB), Transformational Leadership (TL).

Innovative Work Behavior: Development and Validation of a Scale for Teachers

2020 ◽  
Vol 10 (3) ◽  
pp. 112-123
Author(s):  
Solana Salessi ◽  
María Rosa Etchevers
Keyword(s):  
Teaching Practice ◽  
High Reliability ◽  
Idea Generation ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Behavior Development ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Development And Validation

The innovative work behaviour constitutes a set of actions of opportunity exploration, idea generation, idea promotion and idea realization. Although generic scales are available, there are none to explore innovative behaviour in teaching practice. The objective of this study was to develop and validate a scale to measure teacher's innovative work behaviour. It was designed as an instrumental- transversal study. A sample of 458 primary school teachers (86.4% women, Mage = 34.67 years, Mseniority = 7.77 years) answered the developed scale with other standardized measures of psychological capital and job satisfaction. Factor analyses indicated a tetra-factorial structure that explained 69% of the total variance. Twelve items with high reliability integrated the final version of the scale. Evidence of convergent, discriminant and concurrent validity was obtained.

scholarly journals Innovative Work Behavior among Teachers in Malaysia: The Effects of Teamwork, Principal Support, and Humor

2021 ◽  
Vol 17 (2) ◽  
pp. 72
Author(s):  
Aduni Johari ◽  
Nor Wahiza Abdul Wahat ◽  
Zeinab Zaremohzzabieh
Keyword(s):  
Industrial Revolution ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Work Behavior ◽  
Principal Support ◽  
Innovative Work Behavior ◽  
Learning And Teaching ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
Innovative Work Behaviour

Abstract: The Fourth Industrial Revolution (Industry 4.0) gives impetus to educational reform. Education experts have recently recognised the benefits of using technology in learning and teaching. They believe that innovations will shape Education 4.0 and that teachers will need to be prepared to build creative learning environments that support student creativity. Thus, the main purpose of this paper is to examine the relationships between teamwork, principal support, humor, and innovative work behaviour (IWB) among teachers. This study was conducted using a questionnaire, with a sample size of 354 school teachers in Malaysia. Multiple linear regression analysis has shown that teachers with high quality of teamwork and principal support were more likely to report innovative work behaviour. The findings indicated that teachers who frequently use humour can create more innovative behaviour. This paper can help managers and policymakers in the education sector, to develop a better understanding of these aspects, and their influence on teachers' innovative behaviour at work. In doing so, it would be helpful if teachers learnt effective procedures for innovative behaviour in class, via means of teamwork, humor, and principal support, to enhance their educational efforts. It is, therefore useful to establish university courses for pre-service teachers, focusing on new collaborative innovation strategies to encourage creativity and innovation in educational settings, and to apply collaborative creativity exercises in the classroom.   Keywords: Teamwork quality, Humor, Principal support, Teachers, Innovative work behavior, Malaysia

PENGARUH PSYCHOLOGICAL OWNERSHIP DAN LEARNING ORIENTATION TERHADAP INNOVATIVE WORK BEHAVIOR PADA KARYAWAN PERUSAHAAN OTOMOTIF

2021 ◽  
Vol 14 (2) ◽  
pp. 258-273
Author(s):  
Municha A. Limbunan ◽  
Jimmy Ellya Kurniawan
Keyword(s):  
Self Efficacy ◽  
Work Behavior ◽  
Psychological Ownership ◽  
Learning Orientation ◽  
Innovative Work Behavior ◽  
Purposive Sampling ◽  
Innovative Work

Persaingan yang ketat, ditambah dengan berlangsungnya pandemi COVID-19, menyebabkan perusahaan otomotif di Indonesia mengalami resesi ekonomi. Dalam upaya memperbaiki resesi ekonomi, diperlukan perilaku kerja yang inovatif dari karyawan perusahaan. Penelitian ini bertujuan untuk mengetahui pengaruh psychological ownership dan learning orientation terhadap innovative work behavior pada karyawan perusahaan otomotif di Indonesia. Responden dalam penelitian ini berjumlah 121 karyawan dari perusahaan otomotif, berdasarkan teknik purposive sampling. Metode analisis data yang digunakan adalah uji analisis regresi berganda. Hasil uji regresi berganda menunjukkan bahwa terdapat pengaruh signifikan antara psychological ownership dan learning orientation terhadap innovative work behavior, dengan sumbangan efektif sebesar 23,9%. Berdasarkan uji regresi berganda (metode stepwise) ditemukan bahwa psychological ownership berpengaruh signifikan terhadap innovative work behavior sebesar 23%, sedangkan learning orientation tidak memiliki pengaruh signifikan terhadap innovative work behavior. Hasil tambahan dari uji korelasi matrix menunjukkan dimensi self-efficacy dari psychological ownership memiliki korelasi paling kuat dengan innovative work behavior.

Following the Ants

2017 ◽  
Vol 33 (6) ◽  
pp. 409-421 ◽  
Author(s):  
Anne B. Janssen ◽  
Martin Schultze ◽  
Adrian Grötsch
Keyword(s):  
Short Form ◽  
Supervisor Support ◽  
Proactive Personality ◽  
Work Behavior ◽  
Model Fit ◽  
Item Selection ◽  
Short Version ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Two Measures

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

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