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 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 The Effect of Job Insecurity on Innovative Work Behavior through Organizational Commitment in UFO Elektronika Employees

2021 ◽  
Vol 2 (6) ◽  
pp. 401-416
Author(s):  
Dian Fauziawati
Keyword(s):  
Statistical Analysis ◽  
Organizational Commitment ◽  
Problem Solving ◽  
Job Insecurity ◽  
Sampling Technique ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Work Insecurity ◽  
The Relationship

UFO Elektronika is a brand used by PT Damai Sejahtera Abadi, company engaged in furniture and electronic retail, which was founded in 2003. This study aims to determine and explain the effect of job insecurity on innovative work behavior with organizational commitment as an intervening variable on UFO Elektronika employees. This is a quantitative study with a sample of 41 employees using the saturated sampling technique. The statistical analysis used SEM-PLS with SmartPLS 3 software. The results explained that job insecurity has a negative significant effect on organizational commitment, job insecurity has a negative significant effect on innovative work behavior, organizational commitment has a positive significant effect on innovative work behavior, and organizational commitment are able to mediate the relationship between job insecurity and innovative work behavior. The implementation of research that can be applied to companies is the creation of a suggestion box that can be filled in by employees to report conditions in the workplace to minimize work insecurity caused by several factors and communicate problem solving together, compile an organizational culture to strengthen the bonds of value, company values for employees, and rewarding employees who are active in proposing innovative ideas for the success of the company.

scholarly journals Empowering leadership and innovative work behavior: the mediating effects of climate for initiative and job autonomy in Moroccan SMEs

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abderrahman Hassi ◽  
Sylvia Rohlfer ◽  
Simon Jebsen
Keyword(s):  
Organizational Climate ◽  
Middle Managers ◽  
Work Behavior ◽  
Job Autonomy ◽  
Mediating Effects ◽  
Empowering Leadership ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work

PurposeThe purpose of this paper was to explore the role of empowering leadership, organizational climate for initiative and job autonomy in spurring innovative work behavior (IWB).Design/methodology/approachThis study resorted to the structural equation modeling technique along the Bayesian estimation approach to analyze the mediating role of the organizational climate for initiative and job autonomy in the empowering leadership-IWB link in data gathered from CEOs, middle managers and non-managerial employees of 444 small and medium enterprises in Morocco.FindingsThe findings revealed that empowering leadership is a prerequisite of IWB as subordinates, who are empowered by their leaders and demonstrate IWB. Further, organizational climate for initiative and job autonomy mediate the empowering leadership-IWB link.Practical implicationsThis research has demonstrated that firms and organizational leaders who seek to make their middle managers innovative in their job should adopt empowering leadership practices, build an organizational climate that is favorable for initiative-taking and grant middle managers with autonomy in the way they carry out their tasks.Originality/valueThis paper extends our understanding on the mechanisms linking empowering leadership and IWB by testing the mediating effects of organizational climate for initiative and job autonomy.

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.

How to Promote Innovative Work Behavior among Academics

2020 ◽  
Vol 24 (03) ◽  
pp. 569-583
Author(s):  
Salbeha Ibus ◽  
Eta Wahab ◽  
Fadillah Ismail
Keyword(s):  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work

scholarly journals The Nexus between Team Culture, Innovative Work Behaviour and Tacit Knowledge Sharing: Theory and Evidence

2021 ◽  
Vol 13 (8) ◽  
pp. 4333
Author(s):  
Cem Işık ◽  
Ekrem Aydın ◽  
Tarik Dogru ◽  
Abdul Rehman ◽  
Rafael Alvarado ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Work Behavior ◽  
Frontline Employees ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Team Culture ◽  
Tacit Knowledge Sharing ◽  
Innovative Work ◽  
The Relationship

Tacit knowledge sharing is an essential intellectual capital for frontline employees in hotel enterprises. While the relationship of knowledge sharing with team culture (TC) and innovative work behavior (IWB) was investigated in the extant literature, little is known about the extent to which tacit knowledge sharing affects TC and IWB. In this regard, the purpose of this study is to investigate the role of tacit knowledge sharing in the relationship between TC and IWB. For this purpose, data were gathered from 360 department managers of Turkish 4–5 star hotels. The results were analyzed utilizing Smart PLS 3 using bootstrapping to determine the level of significance of the relationships between tacit knowledge sharing, TC and IWB. The results show statistically significant relationships between tacit knowledge sharing, TC and IWB. Moreover, tacit knowledge sharing has a mediating role in the relationship between team culture and innovative work behavior.

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