PENGARUH BUDAYA ORGANISASI DAN ORGANISASI PEMBELAJAR TERHADAP PERILAKU KERJA INOVATIF MELALUI KETERIKATAN KARYAWAN SEBAGAI VARIABEL MEDIASI

RIANTI SETYAWASIH, . (2022) PENGARUH BUDAYA ORGANISASI DAN ORGANISASI PEMBELAJAR TERHADAP PERILAKU KERJA INOVATIF MELALUI KETERIKATAN KARYAWAN SEBAGAI VARIABEL MEDIASI. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Penelitian ini bertujuan untuk menguji hubungan struktural perilaku kerja inovatif (innovative work behavior) yang dibentuk oleh budaya organisasi (organizational culture), organisasi pembelajar (learning organization), dan keterikatan karyawan (employee engagement). Penelitian juga ditujukan untuk menyelidiki efek mediasi keterikatan karyawan pada hubungan antara budaya organisasi dan organisasi pembelajar terhadap perilaku kerja inovatif. Melalui survei, data dikumpulkan dari kuesioner yang dibagikan dan diisi oleh 254 responden yang bekerja pada sebuah perusahaan manufaktur suku cadang otomotif yang beroperasi di Indonesia (PT MES). Responden merupakan knowledge workers yang dipilih dengan metode non-probability sampling, dengan teknik purposive sampling. Analisis menggunakan Model Persamaan Struktural (Structural Equation Modeling, SEM). Selanjutnya perangkat lunak SPSS dan AMOS digunakan untuk menguji hipotesis model kausal di antara variabel yang diteliti. Penelitian ini memiliki novelty berupa Model Pembentuk dan Model Strategi Peningkatan Perilaku Kerja Inovatif di tempat kerja yang terintegrasi di tingkat organisasi melalui Budaya Organisasi, di tingkat tim melalui Organisasi Pembelajar, dan di tingkat individu melalui Keterikatan Karyawan; serta instrumen penelitian yang dikembangkan pada penelitian ini. Hasil penelitian menemukan bahwa budaya organisasi, organisasi pembelajar, dan keterikatan karyawan berpengaruh baik secara langsung maupun tidak langsung positif signifikan terhadap perilaku kerja inovatif. Keterikatan karyawan secara parsial memediasi hubungan antara budaya organisasi juga antara organisasi pembelajar terhadap perilaku kerja inovatif. Penelitian ini mengkonfirmasi Teori Perilaku Terencana (Theory of Planned Behavior), Teori Motivasi, dan Teori Perilaku Organisasi terkait perilaku kerja inovatif di tempat kerja. Penelitian ini berimplikasi manajerial bagi Manajer Sumberdaya Manusia bagaimana mengembangkan intervensi yang efektif agar perilaku kerja inovatif karyawan mewujud dengan mengupayakan penciptaan tempat kerja yang mendukung budaya inovasi, belajar kolaboratif, dan keterikatan karyawan. Hal yang harus menjadi perhatian perusahaan dalam mengembangkan perilaku kerja inovatif di tempat kerja adalah mengupayakan terbentuknya atmosfir keterikatan karyawan di lingkungan perusahaan sehingga setiap karyawan melekatkan pikiran, emosional, dan perilaku sepenuhnya pada pekerjaan dan organisasi. Kata-kata kunci: Perilaku Kerja Inovatif, Budaya Organisasi, Organisasi Pembelajar, Keterikatan Karyawan ********** Organization Development through innovative work behavior is one of Human Resource Management (HRM) assignments. If any company is able to create a good climate to seed and grow innovative work behaviors for its employees, then the performance within the company is expected to increase. To approach this interest, HR Manager has to put attention on how to set an innovative work behavior adopted as part of daily practiced at the workplace. This study aims to evaluate employee innovative work behavior shaped by organizational culture, learning organization, and employee engagement. The study is also expected to investigate the mediation effect of employee engagement on the relationship between organizational culture and learning organization on innovative work behavior. Data is collected through a survey and completed by 254 respondents of knowledge workers who work at an automotive parts manufacturing company operating in Indonesia (PT MES). The respondents are knowledge workers who were selected using non-probability sampling, namely purposive sampling. The analysis is done using Structural Equation Modeling (SEM). SPSS and AMOS software both were used to test the hypothesized causal model among variables. The novelties of this research are the strategy model and the research model of shaping innovative work behavior in the workplace, integrated at the organizational level through organizational culture, at the team level through learning organizations, and at the individual level through employee engagement; as well as the research instruments developed in this study. The result indicates that organizational culture, learning organization, and employee engagement have a significant positive effect on innovative work behavior, both directly and indirectly. Employee engagement partially mediates the relationship between organizational culture, as well as between learning organizations and innovative work behavior. This study confirms the Theory of Planned Behavior, motivation theory, and organizational behavior theory related to innovative work behavior in the workplace. This research has managerial implications for Human Resource Managers on how to develop effective interventions so that employees' innovative work behavior can be realized by creating a workplace that supports a culture of innovation, collaborative learning, and employee engagement. To this end, the company necessarily attend to create employee engagement atmosphere, as expected to invite employees engage their thought, emotion, and behavior at workplace.

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof.Dr. Hamidah, S.E.,M.Si. ; 2). Prof. Agung Dharmawan Buchdadi, M.M.,P.hD.
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 22266 not found.
Date Deposited:	27 May 2024 04:39
Last Modified:	27 May 2024 04:39
URI:	http://repository.unj.ac.id/id/eprint/45345

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