Seberapa Inovatif Anda? Peran Mediasi Keterikatan Kerja pada Hubungan antara Pemberdayaan Psikologis dan Tingkah Laku Kerja Inovatif

Penulis

  • Gafriella Sa'adah
  • Arum Etikariena

https://doi.org/10.24854/jps.v8i2.1261

Kata Kunci:

Keterikatan Kerja, Pemberdayaan Psikologis, Peran Mediasi, Tingkah Laku Kerja Inovatif

Abstrak

Penelitian ini bertujuan untuk melihat bagaimana faktor individual yaitu pemberdayaan psikologis dapat memprediksi munculnya tingkah laku kerja inovatif, yang penting untuk diperhatikan oleh industri dan organisasi. Di sisi lain, terdapat inkonsistensi hasil pada kedua variabel tersebut berdasarkan hasil penelitian sebelumnya. Oleh karena itu, peneliti memiliki hipotesis bahwa keterikatan kerja dapat menjadi mediator untuk membantu pemahaman yang lebih mendalam mengenai mekanisme hubungan pemberdayaan psikologis dengan tingkah laku kerja inovatif. Menggunakan pendekatan kuantitatif, penelitian ini dilakukan pada 275 karyawan PT X yang terbukti memiliki nilai dan tujuan inovasi pada organisasinya. Alat ukur yang digunakan pada penelitian ini meliputi Innovative Work Behavior Scale, Psychological Empowerment Scale, dan Utrecth Work Engagement Scale versi pendek. Hasil analisis data menunjukkan perhitungan statistik direct effect ?= 0,56; SE= 0,08; LLCI= 0,40; ULCI= 0,73, sedangka indirect effect  ?= 0,09; SE= 0,07; LLCI= - 0,04; ULCI= 0,22. Artinya, keterikatan kerja tidak memediasi hubungan antara pemberdayaan psikologis dengan tingkah laku kerja inovatif. Dengan demikian, pada responden di PT. X, pemberdayaan psikologis dapat memprediksi munculnya tingkah laku kerja inovatif tanpa memerlukan adanya keterikatan kerja terlebih dahulu. Temuan penelitian ini dapat menjelaskan bahwa perusahaan perlu memerhatikan faktor internal seperti pemberdayaan psikologis untuk meningkatkan tingkah laku kerja inovatif karyawan.

Referensi

Argawal, U. (2014). Linking justice, trust, and innovative work behavior to work engagement. Personnel Review, 43(1), 41-73. doi: 0.1108/PR-02-2012- 0019

Afsar, B., & Badir, Y. (2016). The mediating role of psychological empowerment on the relationship between person-organization fit and innovative work behaviour. Journal of Chinese Human Resources Management, 7(1), 5-26. doi: 10.1108/jchrm-11-2015-0016

Aghion, P., Bechtold, S., Cassar, L., & Herz, H. (2018). The causal effects of competition on innovation: experimental evidence. The Journal of Law, Economics, And Organization, 34(2), 162-195. doi: 10.1093/jleo/ewy004

Ariyani, N., & Hidayati, S. (2018). Influence of transformational leadership and work engagement on innovatiove ehavior. Etikonomi: Jurnal Ekonomi, 17(2), 275 – 284. doi: http//dx.doi.org/10.15408/etk.v17i2.7427.

Bailey, C., Madden, A., Alfes, K., Fletcher, L. (2015). The meaning, antecedents, an outcomes of employee engagement: A narrative synthesis. International Journal of Management Reviews, 19(1), 31 -53. doi: 0.1111/ijmr.12077.

Bakker, A., & Demerouti, E. (2007). The job demands?resources model: state of the art. Journal of Managerial Psychology, 22(3), 309-328. doi: 10.1108/02683940710733115.

Bakker, A., & Schaufeli, W. (2015). Work engagement. Wiley Encyclopedia of Management, 1-5. doi: 10.1002/9781118785317.weom110009.

Bibi, A., & Afsar, B. (2018). Leader-member exchange and innovative work behavior: The role of intrinsic motivation, psychological empowerment, and creative process engagement. Perspectives of Innovations, Economics And Business, 18(1), 25-43. doi: 10.15208/pieb.2017.3.

Busara, G. (2016). Impact of employees empowerment on organization performance: A case study of government procurement service agency [Tesis, University of Tanzania].https://core.ac.uk/download/pdf/79425335.pdf.

Chatzoglou, P., & Chatzoudes, D. (2018). The role of innovation in building competitive advantages: an empirical investigation. European Journal of Innovation Management, 21(1), 44-69. doi: 10.1108/ejim-02-2017-0015.

Chutivongse, N., & Gerdsri, N. (2019). Creating an innovative organization. Journal of Modelling In Management. doi: 10.1108/jm2-05-2018-0067.

Conger, J., & Kanungo, R. (1988). The empowerment process: Integrating theory and practice. The Academy of Management Review, 13(3), 471. doi: 10.2307/258093.

Correa, J. A., & Ornaghi, C. (2014). Competition & innovation: Evidence from U.S. patent and productivity data. The Journal of Industrial Economics, 62(2), 258–285. doi:10.1111/joie.12050.

Dakhli, M., & De Clercq, D. (2004). Human capital, social capital, and innovation: a multi-country study. Entrepreneurship & Regional Development, 16(2), 107–128. doi:10.1080/08985620410001677835.

Etikariena, A., & Muluk, H. (2014). Correlation between organizational memory and innovative work behavior. Makara Human Behavior Studies in Asia, 18(2), 77-88. doi:10.7454/mssh.v18i2.3463.

Fan, Y., Zheng, Q., Liu, S., & Li, Q. (2016). Construction of a new model of job engagement, psychological empowerment and perceived work environment among Chinese registered nurses at four large university hospitals: implications for nurse managers seeking to enhance nursing retention and quality of. Journal of Nursing Management, 24(5), 646-655. doi: 10.1111/jonm.12369.

Gann & Dogson. (2019). We need to measure innovation better: Here's how to do it. Diakses dari: https://www.weforum.org/agenda/2019/05/we-need-to-measure-innovation-better-heres-how-to-do-it/.

Glisson, C. (2015). The role of organizational culture and climate in innovation and effectiveness. Human Service Organizations: Management, Leadership & Governance, 39(4), 245–250. doi:10.1080/23303131.2015.1087770.

Hayes, A. F. (2013). Methodology in the social sciences. Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press.

Hidayati, N., & Etikariena, A. (2018). Gaining engaged people to succeed Sustainable Development Goals (SDGs). E3S Web of Conferences, 74, 08017. doi: 10.1051/e3sconf/20187408017.

Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behaviour. Journal of Occupational And Organizational Psychology, 73(3), 287-302. doi: 10.1348/096317900167038.

Kahn, W.A. (1990). Psychological condition of personal engagement and disengagement at work. Academic of Management Journal, 33(4), 692-724.

Kanter, R.M. (1988). When a thousand flowers bloom: Structural, collective, and social conditions for innovation in organizations. Research in Organizational Behavior, 10, 169-211.

Kim, W., & Park, J. (2017). Examining structural relationships between work engagement, organizational procedural justice, knowledge sharing, and innovative work behavior for sustainable organizations. Sustainability, 9(2), 1-16. doi:10.3390/su9020205.

Leong, C. T., & Rasli, A. (2014). The relationship between innovative work behavior on work role performance: An empirical study. Procedia - Social and Behavioral Sciences, 129, 592–600.doi:10.1016/j.sbspro.2014.03.717.

Macsinga, I., Sulea, C., Sârbescu, P., Fischmann, G., & Dumitru, C. (2014). Engaged, committed and helpful employees: The role of psychological empowerment. The Journal of Psychology. 149(3), 263–276. doi:10.1080/00223980.2013.874323.

Maslach, C., & Leiter, M. P. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. Jossey-Bass.

Orth, M., & Volmer, J. (2017). Daily within-person effects of job autonomy and work engagement on innovative behaviour: The cross-level moderating role of creative self-efficacy. European Journal of Work and Organizational Psychology, 26(4), 601–612. doi:10.1080/1359432x.2017.1332042.

Prabowo, R., Mustika., M. D., & Sjabadhyni, B. (2018). How a leader transforms employees’ psychological empowerment into innovative work behavior. Psychological Research on Urban Society, 1(2), 90-99. doi: 10.7454/proust.v1i2.32.

Saeed, B. B., Afsar, B., Shahjehan, A., & Shah, S. I. (2019). Does transformational leadership foster innovative work behavior? The roles of psychological empowerment, intrinsic motivation, and creative process engagement. Economic Research, 32(1), 254-28

Schaufeli, W., Martínez, I., Pinto, A., Salanova, M., & Bakker, A. (2002). Burnout and engagement in University students. Journal of Cross-Cultural Psychology, 33(5), 464-481. doi: 10.1177/0022022102033005003.

Schermuly, C., Meyer, B., & Dämmer, L. (2013). Leader-member exchange and innovative behavior. Journal of Personnel Psychology, 12(3), 132-142. doi: 10.1027/1866-5888/a000093.

Scott, S.G., & Bruce, R.A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37, 580-607.

Seibert, S. E., Wang, G., & Courtright, S. H. (2011). Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review. Journal of Applied Psychology, 96(5), 981-1003. doi:http://remotelib.ui.ac.id:2090/10.1037/a0022676.

Shanker, R., Bhanugopan, R., van der Heijden, B. I. J. M., & Farrell, M. (2017). Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. Journal of Vocational Behavior, 100, 67–77, doi:10.1016/j.jvb.2017.02.004.

Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442–1465. doi:10.5465/256865.

Thomas, K., & Velthouse, B. (1990). Cognitive elements of empowerment: An "interpretive" model of intrinsic task motivation. The Academy of Management Review, 15(4), 666. doi: 10.2307/258687.

Tempo.co. (2017). PT X dinobatkan sebagai perusahaan paling inovatif. Diakses dari https://nasional.tempo.co/read/851023/telkom-dinobatkan-sebagai-perusahaan-paling-inovatif.

World Economic Forum. (2018). The global competitiveness report 2018. Diakses dari https://www.weforum.org › reports ›the-global-competitveness-report-2018.

World Economic Forum. (2019). The global competitiveness report 2019. Diakses dari www.weforum.org › docs ›WEF_TheGlobalCompetitivenessReport2019.

Yadav, L.K. (2016). Gender & organizational tenure: A study of employee engagement among faculty of Indian management institutes. GGGI Management Review , 6(1).

Zhang, X., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: the influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1), 107–128. doi: 10.5465/amj.2010.48037118.

Diterbitkan

2021-02-23

Cara Mengutip

Sa’adah, G., & Etikariena, A. (2021). Seberapa Inovatif Anda? Peran Mediasi Keterikatan Kerja pada Hubungan antara Pemberdayaan Psikologis dan Tingkah Laku Kerja Inovatif. Jurnal Online Psikogenesis, 8(2), 115–127. https://doi.org/10.24854/jps.v8i2.1261

Terbitan

Bagian

Articles