FAKTOR-FAKTOR YANG MEMPENGARUHI INNOVATIVE WORK BEHAVIOUR TERHADAP KARYAWAN PERBANKAN SWASTA DI JAKARTA
Keywords:
Faktor-Faktor, Innovative Work Behaviour, Karyawan Perbankan Swasta di Jakarta
Abstract
Penelitian ini bertujuan untuk menguji pengaruh High Commitment Work Practices dan Organizational Psychological Ownership terhadap Innovative Work Behavior yang dimediasi oleh Knowledge Sharing. Penelitian dilakukan pada 150 karyawan perbankan swasta di Jakarta, dengan mayoritas responden berjenis kelamin perempuan, berusia 35-46 tahun, berpendidikan terakhir S1, dan memiliki masa kerja 5-10 tahun. Hasil penelitian mendukung tujuh hipotesis yang diajukan, dengan temuan utama sebagai berikut: (1) Organizational Psychological Ownership berpengaruh positif terhadap Innovative Work Behavior; (2) High Commitment Work Practices berpengaruh positif terhadap Innovative Work Behavior; (3) Organizational Psychological Ownership berpengaruh positif terhadap Knowledge Sharing; (4) High Commitment Work Practices berpengaruh positif terhadap Knowledge Sharing; (5) Knowledge Sharing berpengaruh positif terhadap Innovative Work Behavior; (6) Knowledge Sharing memediasi hubungan antara Organizational Psychological Ownership dan Innovative Work Behavior; dan (7) Knowledge Sharing memediasi hubungan antara High Commitment Work Practices dan Innovative Work Behavior. Temuan ini menegaskan pentingnya praktik kerja yang berkomitmen tinggi dan rasa kepemilikan psikologis organisasi dalam mendorong perilaku kerja inovatif melalui berbagi pengetahuan.References
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(PDF) Determinants of employees’ innovative behavior.
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Cummings, J.N. (2004), “Work groups, structural diversity, and knowledge sharing in a global organization”, Management Science, Vol. 50No. 3, pp. 352-364.
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Siregar, R., Rohman, I., & Luviyanto, A. (2023). Economic Bulletin-Issue 28 Siapa yang Mendapat Manfaat dari Inovasi Digital? Bank Besar atau Bank Kecil?
Patil, P., Tamilmani, K., Rana, N. P., & Raghavan, V. (2020). Understanding consumer adoption of mobile payment in India: Extending Meta-UTAUT model with personal innovativeness, anxiety, trust, and grievance redressal. International Journal of Information Management, 54. https://doi.org/10.1016/j.ijinfomgt.2020.102144
Thneibat, M. M., & Sweis, R. J. (2023). The impact of performance-based rewards and developmental performance appraisal on innovation: the mediating role of innovative work behaviour. International Journal of Productivity and Performance Management, 72(6), 1646–1666. https://doi.org/10.1108/IJPPM-03-2021-0117
Sanz-Valle, R. and Jimenez-Jimenez, D. (2018), “HRM and product innovation: does innovative work behaviour mediate that relationship?”, Management Decision, Vol. 56 No. 6, pp. 1417-1429, doi: 10. 1108/md-04-2017-0404.
Sanders, K., Moorkamp, M., Torka, N., Groeneveld, S. and Groeneveld, C. (2010), “How to support innovative behaviour? The role of LMX and satisfaction with HR practices”, Technology and Investment, Vol. 1 No. 1, pp. 59-68, doi: 10.4236/ti.2010.11007.
Campo, S., Díaz, A.M. and Yagüe, M.J. (2014), “Hotel innovation and performance in times of crisis”,International Journal of Contemporary Hospitality Management, Vol. 26 No. 8, pp. 1292-1311.
(PDF) Determinants of employees’ innovative behavior.
Leong, C. T., & Rasli, A. (2014). The Relationship between Innovative Work Behavior on Work Role Performance: An Empirical Study. Procedia - Social and Behavioral Sciences (Vol. 129). Elsevier B.V. https://doi.org/10.1016/j.sbspro.2014.03.717
Chatterjee, S., Chaudhuri, R., & Vrontis, D. (2022). Knowledge sharing in international markets for product and process innovation: Moderating role of firm’s absorptive capacity. International Marketing Review, 39(3), 706–733. https://doi.org/10.1108/IMR-11-2020-0261
Anser, M.K., Yousaf, Z., Yasir, M., Sharif, M., Nasir, M.H., Rasheed, M.I., Waheed, J., Hussain, H. and Majid, A. (2022), “How to unleash innovative work behavior of SMEs’ workers through knowledge sharing? Accessing functional flexibility as a mediator”, European Journal of Innovation Management, Vol. 25 No. 1, pp. 233-248, doi: 10.1108/ejim-11- 2019-0332.
Cummings, J.N. (2004), “Work groups, structural diversity, and knowledge sharing in a global organization”, Management Science, Vol. 50No. 3, pp. 352-364.
Barba-Aragon, M.I. and Jimenez-Jimenez, D. (2020), “HRM and radical innovation: a dual approach with exploration as a mediator”, European Management Journal, Vol. 38 No. 5, pp. 791-803, doi: 10.1016/j.emj.2020.03.007.
Prieto, I.M. and Perez-Santana, M.P. (2014), “Managing innovative work behavior: the role of human resource practices”, Personnel Review, Vol. 43 No. 2, pp. 184-208, doi: 10.1108/pr-11- 2012-0199.
Ardichvili, A., Maurer, M., Li, W., Wentling, T. and Stuedemann, R. (2006), “Cultural influences on knowledge sharing through online communities of practice”, Journal of Knowledge Management, Vol. 10 No. 1, pp. 94-107, doi: 10.1108/13673270610650139
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squaresstructural equation modeling (PLS-SEM) (3rd ed.). Thousand Oaks: Sage.
Published
2024-12-30
How to Cite
Haikal Arrayyan, Ilham Nanda Syaputra, Syarif Aqil Hibatullah, & Netania Emilisa. (2024). FAKTOR-FAKTOR YANG MEMPENGARUHI INNOVATIVE WORK BEHAVIOUR TERHADAP KARYAWAN PERBANKAN SWASTA DI JAKARTA. Journal of Social and Economics Research, 6(2), 925-944. https://doi.org/10.54783/jser.v6i2.695
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Articles
