SELF EFFICACY DAN KNOWLEDGE SHARING MEMEDIASI PENGARUH TRAINING AND DEVELOPMENT TERHADAP INNOVATIVE WORK BEHAVIOR PADA KARYAWAN BADAN PENYELENGGARA JAMINAN SOSIAL (BPJS) KETENAGAKERJAAN INDONESIA

YULIANA SARIDEWI KUSUMASTUTI, . (2025) SELF EFFICACY DAN KNOWLEDGE SHARING MEMEDIASI PENGARUH TRAINING AND DEVELOPMENT TERHADAP INNOVATIVE WORK BEHAVIOR PADA KARYAWAN BADAN PENYELENGGARA JAMINAN SOSIAL (BPJS) KETENAGAKERJAAN INDONESIA. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Penelitian ini bertujuan untuk menganalisis Self Efficacy dan Knowledge Sharing dapat memediasi pengaruh Training and Development terhadap Innovative Work Behavior pada Karyawan Badan Penyelenggara Jaminan Sosial (BPJS) Ketenagakerjaan Indonesia. Metode penelitian dilakukan secara kuantitatif, penyebaran kuesioner menggunakan google form kepada 1036 karyawan Badan Penyelenggara Jaminan Sosial (BPJS) Ketenagakerjaan Indonesia melalui Learning Center. Sampel dalam penelitian ini sebanyak 278 karyawan Badan Penyelenggara Jaminan Sosial (BPJS) Ketenagakerjaan Indonesia. Data dianalisis dengan menggunakan Structural Equation Modeling (SEM) yang meliputi uji validitas dan reliabilitas, uji hipotesis, dan uji kelayakan model dengan menggunakan software SPSS dan SEM AMOS. Hasil pengujian hipotesis menemukan bahwa (1) Training and Development memiliki pengaruh positif dan signifikan terhadap Innovative Work Behavior (2) Training and Development memiliki pengaruh positif dan signifikan terhadap Self Efficacy (3) Training and Development memiliki pengaruh positif dan signifikan terhadap Knowledge Sharing (4) Self Efficacy memiliki pengaruh positif dan signifikan terhadap Innovative Work Behavior (5) Knowledge Sharing memiliki pengaruh positif dan signifikan terhadap Innovative Work Behavior (6) Training and Development memiliki pengaruh tidak langsung positif dan signifikan terhadap Innovative Work Behavior melalui Self Efficacy (7) Training and Development memiliki pengaruh tidak langsung positif dan signifikan terhadap Innovative Work Behavior melalui Knowledge Sharing. Berdasarkan hasil penelitian, pengaruh terbesar terdapat pada pengaruh training and development terhadap self efficacy sebesar 0,444, menunjukkan bahwa peningkatan dalam program pelatihan dan pengembangan memiliki dampak signifikan yang kuat terhadap keyakinan individu akan kemampuan diri mereka untuk berhasil dalam tugas-tugas pekerjaan. Untuk peneliti selanjutnya, disarankan untuk mengeksplorasi faktor-faktor lain yang dapat mempengaruhi knowledge sharing (18,5%), self-efficacy (19,7%), dan innovative work behavior (34,1%). Hal ini dikarenakan sisanya dipengaruhi oleh faktor lain yang belum diteliti dalam penelitian ini. Kata kunci: Innovative Work Behavior, Training and Development, Self Efficacy, Knowledge Sharing   This study aims to analyze Self Efficacy and Knowledge Sharing can mediate the influence of Training and Development on Innovative Work Behavior in Employees of the Badan Penyelenggara Jaminan Sosial (BPJS) Ketenagakerjaan Indonesia. The research method was carried out quantitatively, distributing questionnaires using google form to 1036 employees of the Badan Penyelenggara Jaminan Sosial (BPJS) Ketenagakerjaan Indonesia through the Learning Center. The sample in this study was 278 employees of the Indonesian Social Security Administration Agency (BPJS) Ketenagakerjaan. Data were analyzed using Structural Equation Modeling (SEM) which includes validity and reliability testing, hypothesis testing, and model feasibility testing using SPSS and SEM AMOS software. The results of hypothesis testing found that (1) Training and Development has a positive and significant influence on Innovative Work Behavior (2) Training and Development has a positive and significant influence on Self Efficacy (3) Training and Development has a positive and significant influence on Knowledge Sharing (4 ) Self Efficacy has a positive and significant influence on Innovative Work Behavior (5) Knowledge Sharing has a positive and significant influence on Innovative Work Behavior (6) Training and Development has a positive and significant indirect influence on Innovative Work Behavior through Self Efficacy (7) Training and Development has a positive and significant indirect influence on Innovative Work Behavior through Knowledge Sharing. Based on the results of the study, the greatest influence is on the influence of training and development on self-efficacy of 0.444, indicating that improvements in training and development programs have a strong significant impact on individual beliefs in their ability to succeed in work tasks. For further researchers, it is recommended to explore other factors that can influence knowledge sharing (18.5%), self-efficacy (19.7%), and innovative work behavior (34.1%). This is because the rest is influenced by other factors that have not been studied in this study. Keywords: Innovative Work Behavior, Training and Development, Self Efficacy, Knowledge Sharing

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof. Dr. Dr. I Ketut R. Sudiarditha, M.Si 2). Dr. Karuniana Dianta Arfiando Sebayang, M.E.
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Yuliana Saridewi Kusumastuti .
Date Deposited:	05 Mar 2025 06:37
Last Modified:	05 Mar 2025 06:37
URI:	http://repository.unj.ac.id/id/eprint/54713

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