Apakah Keadilan Organisasi Berperan dalam Menampilkan Perilaku Kerja Inovatif pada Karyawan Gen Z?

Ira Alviyani; Arum Etikariena

doi:10.24854/jps.v13i1.4436

Penulis

Ira Alviyani Faculty of Psychology Universitas Indonesia
Arum Etikariena Faculty of Psychology Universitas Indonesia

https://doi.org/10.24854/jps.v13i1.4436

Kata Kunci:

Gen Z, keadilan organisasi, perilaku kerja inovatif, perusahaan

Abstrak

Inovasi penting bagi keberlanjutan perusahaan, maka dari itu perilaku kerja inovatif karyawan menjadi faktor penting pada karyawan Gen Z yang dikenal inovatif. Akan tetapi, karyawan Gen Z sering mengungkapkan kekecewaan atas ketidakadilan di tempat kerja, yang dipengaruhi oleh keadilan organisasi. Penelitian ini dilakukan untuk melihat peran keadilan organisasi terhadap perilaku kerja inovatif pada karyawan Gen Z. Data diperoleh dari 217 karyawan berusia 18-28 tahun menggunakan kuesioner secara daring. Berdasarkan hasil analisis regresi linear sederhana, keadilan organisasi berperan secara positif dan signifikan terhadap perilaku kerja inovatif (β = 0.36, p < .001). Keadilan organisasi dapat menjelaskan 13% varians dari perilaku kerja inovatif (R² = 0.13, p < .001). Berdasarkan hasil analisis regresi linear berganda, dimensi keadilan prosedural berperan secara positif dan signifikan terhadap perilaku kerja inovatif (β = 0.40, p < .001). Akan tetapi, dimensi keadilan distributif (β = 0.08, p = .32), keadilan interpersonal (β = 0.07, p = .36), dan keadilan informasi (β = -0.08, p = .28) tidak berperan secara signifikan terhadap perilaku kerja inovatif. Penelitian menunjukkan bahwa keadilan prosedural berperan dalam mendorong perilaku kerja inovatif, oleh karena itu perusahaan harus memastikan proses pengambilan keputusan yang adil, transparan, dan konsisten agar karyawan Gen Z memunculan perilaku kerja inovatif.

Referensi

Akram, T., Haider, M. J., & Feng, Y. X. (2016). The effects of organizational justice on the innovative work behavior of employees: An empirical study from China. Innovation, 2, 114-126.

Al-Omari, M., Choo, L. S., & Ali, M. (2019). Innovative work behavior: A review of literature. International Journal of Psychosocial Rehabilitation, 23(2), 39-47.

Amabile, T. M. (1988). A model of creativity and innovation in organizations. In Shaw, B.M. and Cummings, L.L. (Eds.). Research in Organizational Behavior, 10, 123-67.

American Academy of Pediatrics. (2023). Helping adolescents feel in control during stressful times: Pediatric mental health minute series. https://www.aap.org/en/patient-care/mental-health-minute/helping-adolescents-feel-in-control-during-stressful-times/

Arnett, J. J. (2000). Emerging adulthood: A theory of development from the late teens through the twenties. American Psychologist, 55(5), 469-480. https://doi.org/10.1037/0003-066X.55.5.469

Ayuni, E., & Etikariena, A. (2020). Bagaimana persepsi dukungan organisasi dan perilaku kerja inovatif saling terkait? Peran mediasi keterlekatan kerja. Jurnal Online Psikogenesis, 8(1), 30–44. https://doi.org/10.24854/jps.v8i1.1260

Badan Pusat Statistik. (2021, Januari 21). Hasil sensus penduduk 2020. https://www.bps.go.id/pressrelease/2021/01/21/1854/hasil-sensus-penduduk-2020.htm

Berkup, S. B. (2014). Working with generations X and Y in generation Z period: Management of different generations in business life. Mediterranean Journal of Social Sciences, 5(19). https://doi.org/10.5901/mjss.2014.v5n19p218

Blau, P. (2017). Exchange and power in social life (2nd ed.). Routledge.

Brooks, O. B. (2018). Using instructed response times to compare inattentive responding across paper and online modalities: Measuring research participant inattention. [Master’s thesis, Eastern Washington University]. EWU Masters Thesis Collection. https://dc.ewu.edu/theses/535

Bucovetchi, O., Slusariuc, G. C., & Cincalova, S. (2019). Generation Z-Key factor for organizational innovation. Quality-Access to Success, 20, 25-30.

Carnegie, M. (2023, Februari 17). Are Gen Z the most stressed generation in the workplace? BBC. https://www.bbc.com/worklife/article/20230215-are-gen-z-the-most-stressed-generation-in-the-workplace

Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321. https://doi.org/10.1006/obhd.2001.2958

Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400. https://doi.org/10.1037/0021-9010.86.3.386

Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. The Academy of Management Annals, 11(1), 479-516. https://doi.org/10.5465/annals.2015.0099

Engelen A., Weinekötter, L., Saeed, S., & Enke, S. (2018). The effect of corporate support programs on employees’ innovative behavior: A cross-cultural study. Journal of Product Innovation Management, 35(2), 230-253. http://dx.doi.org/10.1111/jpim.12386

Etikariena, A. (2018). Perbedaan perilaku kerja inovatif berdasarkan karakteristik individu karyawan. Jurnal Psikologi, 17(2), 107-118. https://doi.org/10.14710/jp.17.2.107-118

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

Fadul, A. (2021). Does organizational justice influence employee innovative behavior in an Arabic context? Evidence from the Libyan oil industry. SAGE Open, 11(3). https://doi.org/10.1177/21582440211043931

Feiertag, J., & Berge, Z. L. (2008). Training Generation N: How educators should approach the Net Generation. Education Training, 50(6), 457-464. http://dx.doi.org/10.1108/00400910810901782

Getz, I., & Robinson, A. G. (2003). Innovate or die: Is that a fact? Creativity and Innovation Management, 12(3), 130-136. https://doi.org/10.1111/1467-8691.00276

Ghozali, I. (2011). Aplikasi analisis multivariate dengan program IBM SPSS versi 19 (5th ed.). Badan Penerbit Universitas Diponegoro.

Hanifah, H., & Wardono, P. (2020). Identifikasi faktor pembentuk perilaku pencari kerja Generasi Z di Indonesia. Jurnal Aplikasi Bisnis dan Manajemen (JABM), 6(3), 628. https://doi.org/10.17358/jabm.6.3.628

Hamasha, M.M., Ali, H., Hamasha, S., & Ahmed, A. (2022). Ultra-fine transformation of data for normality. Heliyon, 8(5). https://doi.org/10.1016/j.heliyon.2022.e09370

Heryana, A. (2023). Bekerja dengan data tidak normal. https://doi.org/10.13140/RG.2.2.27700.73604

Jankelová, N., Joniaková, Z., & Mišún, J. (2021). Innovative work behavior—A key factor in business performance? The role of team cognitive diversity and teamwork climate in this relationship. Journal of Risk and Financial Management, 14(4), 185. https://doi.org/10.3390/jrfm14040185

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

Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25(2), 201-215. https://doi.org/10.1002/job.238

Kabasakal, H., Dastmalchian, A., & Imer, P. (2011). Organizational citizenship behavior: A study of young executives in Canada, Iran, and Turkey. The International Journal of Human Resource Management, 22(13), 2703-2729. https://doi.org/10.1080/09585192.2011.599943

Kurniawan, D. T., Kusnayain, Y. I., Aulisaina, F. I., & Hakim, M. A. R. (2021). Exploring the existance of innovative work behavior among government employee: Have been there? Journal of Indonesian Economy and Business, 36(3), 272-287. https://www.proquest.com/scholarly-journals/exploring-existance-innovative-work-behavior/docview/2778388691/se-2

Lazzara, J. (2020). Lifespan development. Maricopa Community Colleges.

Leventhal, G. S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. In K. Gergen, M. Greenberg, & R. Willis (Eds.), Social exchange: Advances in theory and research (pp. 27-55). Plenum Press. https://doi.org/10.1007/978-1-4613-3087-5_2

Li, X., Deng, S., Li, L., & Jiang, Y. (2019). Outlier detection based on robust Mahalanobis distance and its application. Open Journal of Statistics, 9, 15-26. https://doi.org/10.4236/ojs.2019.91002

Mangundjaya, W. L. (2013). Is there cultural change in the national cultures of Indonesia?.

Momeni, M., Ebrahimpour, H., & Ajirloo, M. B. (2014). Surveying the impact of inferential organizational justice on innovative work behavior. Singaporean Journal of Business, Economics and Management Studies, 2(9), 1-8.

Moon H., Kamdar D., Mayer D. M., & Takeuchi R. (2008). Me or we? The role of personality and justice as other-centered antecedents to innovative citizenship behaviors within organizations. Journal of Applied Psychology, 93(1), 84-94. https://doi.org/10.1037/0021-9010.93.1.84

Omar, A., Salessia, S., Vaamondea, J.D., & Urteagab, F. (2018). Psychometric properties of Colquitt’s Organizational Justice Scale in Argentine workers. Liberabit, 24(1), 61-79. https://doi.org/10.24265/liberabit.2018.v24n1.05

Pan, X., Chen, M., Hao, Z., & Bi, W. (2018). The effects of organizational justice on positive organizational behavior: Evidence from a large-sample survey and a situational experiment. Frontiers in Psychology, 8(JAN), 1-16. https://doi.org/10.3389/fpsyg.2017.02315

Papalia, D. E., & Martorell, G. (2014). Experience human development (13th ed). McGraw-Hill Education.

Pichler, S., Kohli, C., & Granitz, N. (2021). DITTO for Gen Z: A framework for leveraging the uniqueness of the new generation. Business Horizons, 64(5), 599-610. https://doi.org/10.1016/j.bushor.2021.02.021

Pratiwi, A.P. (2013). Pengaruh kepemimpinan transformasional dan keadilan organisasi terhadap komitmen perubahan (Studi pada PT. XYZ). [Skripsi, Universitas Indonesia]. https://lib.ui.ac.id/detail?id=20346198&lokasi=lokal

Sarooghi, H., Libaers, D., & Burkemper, A. (2015). Examining the relationship between creativity and innovation: A meta-analysis of organizational, cultural, and environmental factors. Journal of Business Venturing, 30(5), 714-731. http://dx.doi.org/10.1016/j.jbusvent.2014.12.003

Shanker, R., Bhanugopan, R., van der Heijden, I. M., & Farrell, M. (2017). Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. Journal of Vocational Behavior, 100(3), 67-77. https://doi.org/10.1016/j.jvb.2017.02.004

Silva, M., & Caetano, A. (2014). Organizational justice: What changes, what remains the same? Journal of Organizational Change Management, 27, 23-40. https://doi.org/10.1108/JOCM-06-2013-0092

Suwiryawati, N., Aprianingsih, N., Putri, N., & Pradnyawati, S. (2022). Peran Generasi Z dalam pengembangan industri kreatif sebagai upaya penanggulangan kesenjangan ekonomi Bali di era Society 5.0. Prosiding Pekan Ilmiah Pelajar, 2.

Tohidi, H., & Jabbari, M. H. (2012). The important of innovation and its crucial role in growth, survival and success of organizations. Procedia Technology, 1, 535-538. https://doi.org/10.1016/j.protcy.2012.02.116

Usmanova, N., Yang, J., Sumarliah, E., Khan, S. U., & Khan, S. Z. (2021). Impact of knowledge sharing on job satisfaction and innovative work behavior: The moderating role of motivating language. VINE Journal of Information and Knowledge Management Systems, 51(3), 515-532. https://doi.org/10.1108/VJIKMS-11-2019-0177

Vilchik, M. K., Egorchenkova, N. B., & Korobova, O. V. (2020). Information Overload As One Of The Aspects Of Modern Society. In N. L. Shamne, S. Cindori, E. Y. Malushko, O. Larouk, & V. G. Lizunkov (Eds.), Individual and Society in the Modern Geopolitical Environment, vol 99. European Proceedings of Social and Behavioural Sciences (pp. 942-949). European Publisher. https://doi.org/10.15405/epsbs.2020.12.04.108

West, M. A., & Farr, J. L. (1989). Innovation at work: Psychological perspectives. Social Behaviour, 4(1), 15-30.

Whitehead, H. G. (2022). Generation Z’s proclivity for technological communication: An exploration into its effects on employers’ perceptions of Gen Z and the intergenerational workplace [Honors College Theses, Georgia Southern University]. https://digitalcommons.georgiasouthern.edu/honors-theses/729