DETERMINAN PERILAKU INOVASI PADA PERUSAHAAN MIGAS NEGARA

MUHAMMAD RAMLI, . (2026) DETERMINAN PERILAKU INOVASI PADA PERUSAHAAN MIGAS NEGARA. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan visioner terhadap perilaku inovatif karyawan dengan mempertimbangkan peran mediasi kreativitas karyawan, motivasi intrinsik, dan budaya organisasi. Studi ini dilatarbelakangi oleh masih rendahnya tingkat inovasi di Indonesia sebagaimana tercermin dalam peringkat Global Innovation Index (GII) 2024, yang menunjukkan perlunya penguatan faktor internal organisasi, khususnya kepemimpinan dan sumber daya manusia, dalam mendorong inovasi berkelanjutan. Penelitian ini menggunakan pendekatan kuantitatif dengan desain survei. Data dikumpulkan dari 315 karyawan PT Pertamina (Persero) menggunakan kuesioner terstruktur yang mengukur kepemimpinan visioner, kreativitas karyawan, motivasi intrinsik, budaya organisasi, dan perilaku inovatif. Analisis data dilakukan dengan metode Partial Least Squares–Structural Equation Modeling (PLS-SEM) untuk menguji hubungan struktural antarvariabel laten serta peran mediasi variabel psikologis dan kontekstual dalam model penelitian. Hasil analisis menunjukkan bahwa kepemimpinan visioner berpengaruh positif dan signifikan terhadap kreativitas karyawan, motivasi intrinsik, dan budaya organisasi. Selanjutnya, kreativitas karyawan, motivasi intrinsik, dan budaya organisasi masing-masing terbukti berpengaruh positif dan signifikan terhadap perilaku inovatif karyawan. Di antara variabel mediasi, motivasi intrinsik memiliki pengaruh paling kuat terhadap perilaku inovatif. Temuan ini menunjukkan bahwa kepemimpinan visioner berperan penting dalam membangun kondisi psikologis dan kontekstual yang memungkinkan inovasi berkembang di tingkat individu. Secara teoretis, penelitian ini memperkuat teori kepemimpinan visioner, Componential Theory of Creativity, Self-Determination Theory, serta teori budaya organisasi yang menekankan bahwa inovasi merupakan hasil interaksi antara kepemimpinan, karakteristik individu, dan konteks organisasi. Secara praktis, hasil penelitian memberikan implikasi bahwa organisasi perlu mengembangkan kapasitas kepemimpinan visioner, memperkuat motivasi intrinsik dan kreativitas karyawan, serta membangun budaya organisasi yang berfungsi sebagai contextual enabler bagi inovasi, khususnya dalam organisasi besar dan terstruktur seperti BUMN. Penelitian ini menawarkan model integratif yang menghubungkan kepemimpinan visioner dengan perilaku inovatif melalui mekanisme psikologis dan budaya organisasi secara mandiri. Kontribusi utama penelitian ini terletak pada pengujian empiris peran mediasi kreativitas, motivasi intrinsik, dan budaya organisasi dalam konteks perusahaan energi milik negara di Indonesia, yang masih relatif terbatas dalam literatur inovasi dan kepemimpinan. ***** This study aims to examine the influence of visionary leadership on employees’ innovative behaviour by considering the mediating roles of employee creativity, intrinsic motivation, and organizational culture. The study is motivated by Indonesia’s relatively low level of innovation, as reflected in its 2024 Global Innovation Index (GII) ranking, which highlights the need to strengthen internal organizational factors—particularly leadership and human resources—in fostering sustainable innovation. A quantitative approach with a survey design was employed in this study. Data were collected from 315 employees of PT Pertamina (Persero) using structured questionnaires measuring visionary leadership, employee creativity, intrinsic motivation, organizational culture, and innovative behaviour. Data analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to examine the structural relationships among latent variables as well as the mediating roles of psychological and contextual variables in the research model. The results indicate that visionary leadership has a positive and significant effect on employee creativity, intrinsic motivation, and organizational culture. Furthermore, employee creativity, intrinsic motivation, and organizational culture each have a positive and significant impact on employees’ innovative behaviour. Among the mediating variables, intrinsic motivation emerges as the strongest predictor of innovative behaviour. These findings suggest that visionary leadership plays a crucial role in shaping psychological and contextual conditions that enable innovation to flourish at the individual level. From a theoretical perspective, this study reinforces visionary leadership theory, Amabile’s Componential Theory of Creativity, Self-Determination Theory, and organizational culture theory, which emphasize that innovation results from the interaction between leadership, individual characteristics, and organizational context. Practically, the findings imply that organizations should develop visionary leadership capabilities, strengthen employees’ intrinsic motivation and creativity, and cultivate an organizational culture that functions as a contextual enabler of innovation, particularly in large and structured organizations such as state-owned enterprises. This study offers an integrative model that links visionary leadership to innovative behaviour through psychological and organizational culture mechanisms operating independently. The main contribution of this study lies in its empirical examination of the mediating roles of employee creativity, intrinsic motivation, and organizational culture within the context of a state-owned energy company in Indonesia, an area that remains relatively underexplored in the innovation and leadership literature.

Item Type: Thesis (Doktor)
Additional Information: 1). Prof. Usep Suhud, M.Si., Ph.D; 2). Prof. Dr. Saparuddin., M.Si.
Subjects: Manajemen > Manajemen Sumber Daya Manusia
Divisions: PASCASARJANA > S3 Ilmu Manajemen
Depositing User: Muhammad Ramli .
Date Deposited: 28 Jul 2026 03:38
Last Modified: 28 Jul 2026 03:38
URI: http://repository.unj.ac.id/id/eprint/65737

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