[ABSTRAK
Penelitian ini bertujuan untuk melihat hubungan antara perilaku inovatif di tempatkerja dengan self-efficacy pada karyawan. Penelitian ini dilakukan pada perusahaanpertambangan yang menekankan inovasi pada proses operasionalisasinya. Penelitianini diikuti oleh responden yang berjumlah 129 orang yang merupakan karyawan tetapperusahaan dengan minimal satu tahun pengalaman kerja. Penelitian ini dilakukandengan pendekatan kuantitatif yaitu dengan meminta kesediaan responden untukmengisi kuesioner perilaku inovatif di tempat kerja dan self-efficacy. Penelitian inidifasilitasi skala pengukuran perilaku inovatif di tempat kerja dari Janssen (2000) danpsychological capital pada dimensi self-efficacy yang dikembangkan oleh Luthans, etal. (2007). Hasil penelitian diperoleh hasil adanya hubungan positif signifikan antarakedua variable yaitu sebesar r = .540, dengan p < .01 (1-tailed) yang artinya bahwasemakin tinggi skor total dari self-efficacy karyawan maka semakin tinggi pula perilakuinovatif di tempat kerja. Selanjutnya hasil penelitian menunjukkan nilai dimana29,16% self-efficacy memengaruhi perilaku inovatif di tempat kerja dan 70,84%disumbangkan faktor-faktor lain yang turut berpartisipasi dalam memunculkan perilakuinovatif di tempat kerja.

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ABSTRACT
This study aimed to examine the correlation between self-efficacy withinnovative work behavior on employees. This research was conducted at themining company that emphasizes innovation in operationalization. This studywas followed by respondents, amounting to 129 people who are regularemployees of companies with at least one year of work experience. This studywas conducted with a quantitative approach is to ask respondents to fill out aquestionnaire willingness innovative behavior in the workplace and selfefficacy.This study facilitated the measurement scale innovative behavior inthe workplace from Janssen (2000) and psychological capital in the dimensionsof self-efficacy developed by Luthans, et al. (2007). Research results significantpositive correlation between the two variables is equal to r = .540, p < .01 (1-tailed), which means that the higher the total score of self-efficacy, the higherthe employee innovative behavior in the workplace. Furthermore, the resultsshowed 29.16% where the value of self-efficacy influence innovative behaviorin the workplace and contributed 70.84% to other factors that participate ingenerating innovative behavior in the workplace.;This study aimed to examine the correlation between self-efficacy withinnovative work behavior on employees. This research was conducted at themining company that emphasizes innovation in operationalization. This studywas followed by respondents, amounting to 129 people who are regularemployees of companies with at least one year of work experience. This studywas conducted with a quantitative approach is to ask respondents to fill out aquestionnaire willingness innovative behavior in the workplace and selfefficacy.This study facilitated the measurement scale innovative behavior inthe workplace from Janssen (2000) and psychological capital in the dimensionsof self-efficacy developed by Luthans, et al. (2007). Research results significantpositive correlation between the two variables is equal to r = .540, p < .01 (1-tailed), which means that the higher the total score of self-efficacy, the higherthe employee innovative behavior in the workplace. Furthermore, the resultsshowed 29.16% where the value of self-efficacy influence innovative behaviorin the workplace and contributed 70.84% to other factors that participate ingenerating innovative behavior in the workplace.;This study aimed to examine the correlation between self-efficacy withinnovative work behavior on employees. This research was conducted at themining company that emphasizes innovation in operationalization. This studywas followed by respondents, amounting to 129 people who are regularemployees of companies with at least one year of work experience. This studywas conducted with a quantitative approach is to ask respondents to fill out aquestionnaire willingness innovative behavior in the workplace and selfefficacy.This study facilitated the measurement scale innovative behavior inthe workplace from Janssen (2000) and psychological capital in the dimensionsof self-efficacy developed by Luthans, et al. (2007). Research results significantpositive correlation between the two variables is equal to r = .540, p < .01 (1-tailed), which means that the higher the total score of self-efficacy, the higherthe employee innovative behavior in the workplace. Furthermore, the resultsshowed 29.16% where the value of self-efficacy influence innovative behaviorin the workplace and contributed 70.84% to other factors that participate ingenerating innovative behavior in the workplace., This study aimed to examine the correlation between self-efficacy withinnovative work behavior on employees. This research was conducted at themining company that emphasizes innovation in operationalization. This studywas followed by respondents, amounting to 129 people who are regularemployees of companies with at least one year of work experience. This studywas conducted with a quantitative approach is to ask respondents to fill out aquestionnaire willingness innovative behavior in the workplace and selfefficacy.This study facilitated the measurement scale innovative behavior inthe workplace from Janssen (2000) and psychological capital in the dimensionsof self-efficacy developed by Luthans, et al. (2007). Research results significantpositive correlation between the two variables is equal to r = .540, p < .01 (1-tailed), which means that the higher the total score of self-efficacy, the higherthe employee innovative behavior in the workplace. Furthermore, the resultsshowed 29.16% where the value of self-efficacy influence innovative behaviorin the workplace and contributed 70.84% to other factors that participate ingenerating innovative behavior in the workplace.]