scholarly journals Hubungan Openness to Experience terhadap Perilaku Kerja Inovatif: Peran Ambidextrous Organization Culture sebagai Moderator

2021 ◽  
Vol 26 (2) ◽  
pp. 335-352
Author(s):  
Brianita Riga Pratiwi ◽  
Alice Salendu
Keyword(s):  
Organizational Culture ◽  
Statistical Technique ◽  
Openness To Experience ◽  
Organization Culture ◽  
Work Behavior ◽  
Self Report ◽  
Measuring Instruments ◽  
Big Five Personality ◽  
Innovative Work Behavior ◽  
Innovative Work

Innovative work behavior is one of the keys to trust and success for organizations. In this era, how to form employees is a challenge and important for innovative organizations to see the factors that cause innovative behavior in their employees. This study involved three variables, namely openness to experience, ambidextrous organizational culture, and innovative work behavior. By using 3 measuring instruments, namely The Big Five Personality Inventory (BFI), Innovation Behavior Scale, and Ambidextreus Organizational Scale, as many as 127 respondents were obtained using the bold self-report method. Researchers examined the moderating role of ambidextrous organizational culture as analyzed by the PROCESS statistical technique developed by Hayes. The results showed a positive relationship between OTE and ambidextrous organizational culture was proven to be a significant predictor of employee innovative work behavior. F = 25.1475, p < .001, R2 = .384. From these results, it can be calculated that 38.4% variants of the two predictions have a significant effect on innovative work behavior. However, through the analysis it is also known that there is no significant interaction between the ambidextrous organizational culture variables, thus the the first hypothesis is accepted but not the second hypothesis. The result of this research can help companies to identify openness traits of the prospective employees.

scholarly journals The Role of Innovative Work Behavior Mediates Organizational Culture on Employee’s Performance

2020 ◽  
Vol 17 ◽  
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Employee Performance ◽  
Organization Culture ◽  
Work Behavior ◽  
Validity And Reliability ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Behavior Organization

The aims of this study were to explain: (1) the influence of organizational culture on innovative work behavior; (2) the influence of organizational culture and innovative work behavior on employee performance; and (3) the role of innovative work behavior in mediating the influence of organizational culture towards employee performance in the Rural Bank industry in Badung Regency, Bali Province. This research was conducted in 52 Rural Bank in Badung Regency, with 156 employees as respondents. Data was collected by questionnaire instruments that had been tested for validity and reliability. Data analysis was performed using the SEM-PLS approach. The results revealed that organizational culture had a positive and significant influence on innovative work behavior. Organization culture and innovative work behavior also showed positive and significant impact on employee performance in the Rural Bank industry. In addition, it could be concluded that innovative work behavior mediates significantly the influence of organizational culture towards employee performance in the Rural Bank industry in Badung Regency.

scholarly journals The Relationship between Organizational Culture and Innovative Work Behavior for Sports Services in Tourism Enterprises

2016 ◽  
Vol 69 (1) ◽  
pp. 53-64 ◽  
Author(s):  
Ersin Eskiler ◽  
Summani Ekici ◽  
Fikret Soyer ◽  
Ihsan Sari
Keyword(s):  
Organizational Culture ◽  
High Performance ◽  
Stepwise Regression ◽  
Work Behavior ◽  
Innovative Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Tourism Enterprises ◽  
High Performance Organization ◽  
The Relationship

AbstractThe innovative behavior of individuals in the workplace is the foundation of any high-performance organization, and thus a study on the factors that motivate or enable individuals’ innovative behavior is critical (Scott, & Bruce, 1994). Therefore, the aim of this research was to find the relationship between organizational culture and innovative work behavior (IWB) in tourism enterprises that market sports services. Considering the fact that IWB is crucial for tourism enterprises, exploring the factors that influence IWB could be beneficial. Correlation analysis revealed that IWB was found to be significantly correlating with cooperativeness (r=0.442, p<0.05), innovativeness (r=0.510, p<0.05), consistency (r=0.522, p<0.05), and effectiveness (r=0.554, p<0.05). Additionally, stepwise regression analysis, which was conducted to discover whether organizational culture predicts IWB, showed a significant model: F(2-131)=33.775, p<0.05. The model explained 33% of the variance in IWB (Adjusted R2=0.33). In general, our findings suggest that there is a relationship between organizational culture and IWB and that organizational culture significantly predicts IWB. As IWB is crucial for the enhanced performance and success of any organization, organizational culture should be organized in order to encourage employees in terms of IWB.

scholarly journals A Diverse Organizational Culture and Its Impact on Innovative Work Behavior of Municipal Employees

2021 ◽  
Vol 13 (6) ◽  
pp. 3419
Author(s):  
Nadežda Jankelová ◽  
Zuzana Skorková ◽  
Zuzana Joniaková ◽  
Ildikó Némethová
Keyword(s):  
Organizational Culture ◽  
Direct Effect ◽  
Diversity Management ◽  
Work Behavior ◽  
Mediation Effect ◽  
Innovative Work Behavior ◽  
Managerial Skills ◽  
Municipal Employees ◽  
Development Goals ◽  
Innovative Work

Representatives of municipalities and their management are invited to develop new managerial skills in order to implement modern approaches to management. Diversity management means using the diverse potential of employees to meet the innovation and development goals of the offices. The aim of our research is to examine the context of beliefs, values, and rules of diverse organizational culture (DOC) and innovative work behavior (IWB) through the mediation effect of teamwork climate, transmitting and moderating this direct effect in the environment of Slovak municipalities. A mediation model was applied using the Sobel test for the mediation effect. A series of regression analyses were used to identify the proposed hypotheses. The mediation effect was correctly estimated. The direct effect of the beliefs, values, and rules of DOC has enhanced IWB. However, a certain part of them that leads through teamwork climate slightly dampens IWB.

How a Leader Transforms Employees’ Psychological Empowerment Into Innovative Work Behavior

2018 ◽  
Vol 1 (2) ◽  
pp. 90 ◽  
Author(s):  
Rahadi Prabowo ◽  
Martina Dwi Mustika ◽  
Bertina Sjabadhyni
Keyword(s):  
Transformational Leadership ◽  
Urban Areas ◽  
Psychological Empowerment ◽  
Work Behavior ◽  
Business Success ◽  
Measuring Instruments ◽  
Transformational Leader ◽  
Discussion Section ◽  
Innovative Work Behavior ◽  
Innovative Work

Businesses, especially those in urban areas, rely on innovation as the crucible of growth. Businesses must adapt to current and future conditions of their markets, consumers, and the demands of globalization. Therefore, innovation is central to a business’ success. We argue that psychological empowerment indirectly influences the relationship between transformational leadership and innovative work behavior. A transformational leader spurs their employees’ capability and efficacy. As a result, employees feel valued by the company, which encourages them to be innovative in the workplace. Thus, the employee can be innovative, without fearing the reprimand of superiors. This research surveyed 292 employees from different organization types (e.g., private sector, public sector, and nongovernmental organizations) in urban areas. The results of the study’s mediation analysis demonstrate that innovative work behavior is the outcome of the psychological empowerment from transformational leadership. Therefore, we argue that a transformational leader tends to empower their employees psychologically, which may improve employees’ ability to be more innovative at work. There are some limitations of this research (e.g., research design, adaptation of measuring instruments, and statistical remedies that have not been optimally implemented). The researchers provide suggestions regarding countermeasures for common method bias, which are outlined in the Discussion section.

scholarly journals The Effect of Transformational Leadership and Organizational Culture on Lecturer Performance Through Innovative Work Behavior at Catholic Universities in Surabaya

2021 ◽  
Vol 6 (2) ◽  
pp. 113-123
Author(s):  
Bernardus Aris Ferdinan ◽  
Tuty Lindawati
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Structural Equation ◽  
Work Performance ◽  
Work Behavior ◽  
Equation Modeling ◽  
Innovative Work Behavior ◽  
Catholic Universities ◽  
Innovative Work ◽  
University Leaders

This paper aims to investigate the effect of transformational leadership and organizational culture on innovative behavior and work performance. The sample consisted of 204 lecturers from three catholic universities in Surabaya. The data were obtained from Google form and analyzed using Structural Equation Modeling (SEM) with LISREL program. The results of the study indicate that transformational leadership has a negative and significant effect on innovative work behavior, organizational culture has a positive and significant effect on innovative work behavior, innovative work behavior has a positive and significant effect on performance, transformational leadership has a negative and significant effect on performance, organizational culture has a positive effect and significant on performance, transformational leadership has a negative and insignificant effect on performance through innovative work behavior, and organizational culture has a positive and significant effect on performance through innovative work behavior. It suggests the university leaders apply appropriate leadership styles, maintain and enhance their organizational culture.

scholarly journals Perilaku Kerja Inovatif dan Efikasi Diri Kreatif pada Mahasiswa

2021 ◽  
Vol 26 (1) ◽  
pp. 57-84
Author(s):  
Salsabiah Firdausiah ◽  
Arum Etikariena
Keyword(s):  
College Students ◽  
Undergraduate Students ◽  
Self Efficacy ◽  
Pearson Correlation ◽  
Statistical Technique ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Correlational Research ◽  
Innovative Work ◽  
Creative Self

Recently companies need employees with innovative work behavior. Therefore, it is very important to prepare students as employee candidates to own this behavior since they are still in college. However, research on innovative work behavior among college students and the variables associated with it is still quite few, especially in Indonesia. This correlational research was then conducted to look at the relationship between creative self-efficacy and innovative work behavior among college students. The respondents were 539 undergraduate students at Universitas Indonesia, at least in fourth semester. This research is a quantitative study, using the Pearson Correlation statistical technique. It argues that there is a positive and significant relationship between creative self-efficacy and innovative work behavior among college students, r (538) = .67, p = .00 (p < .01, one-tailed). The effect size is quite large, because it has r > .50. This result might contribute in adding literature on innovative work behavior among college students. Keywords: college student, creative self-efficacy, innovative work behavior

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