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"ABSTRAKPenelitian ini meneliti mengenai pengaruh Leader Member Exchange Terhadap Innovative Behavior Dengan Job Engagement dan Organization Engagement Sebagai Mediasi. Penelitian ini meneliti pada industri pertambangan menggunakan kuesioner yang didapatkan dari 290 responden yang bekerja di kantor pusat PT XYZ sebagai salah satu perusahaan pertambangan BUMN. Hipotesis penelitian dirumuskan dari penelitian sebelumnya dengan mengalami sedikit modifikasi dan diuji menggunakan structural equation model (SEM). Hasil menunjukkan bahwa Kualitas Leader Member Exchange memiliki efek positif pada Job Engagement, Kualitas Leader Member Exchange memiliki efek negatif pada Organization Engagement, Kualitas Leader Member Exchange memiliki efek positif pada Innovative Behavior, Job engagement memiliki efek positif pada Organization engagement, Job engagement memiliki efek positif pada Innovative Behavior, Organization engagement memiliki efek positif pada Innovative behavior. Job Engagement terbukti memediasi antara Leader Member Exchange dan Innovative Behavior, Organizational Engagement terbukti memediasi antara Leader Member Exchange dan Innovative Behavior di kantor pusat PT XYZ.

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ABSTRACT

This study examined the effect of Leader Member Exchange on Innovative Behavior on which is influenced by the role of Job Engagement and Organizational Engagement as a mediator. This research examined the mining industry using a questionnaire obtained from 290 respondents working at Headquarter office of PT XYZ. The research hypothesis was formulated from previous studies and added hypothesis and tested using structural equation model (SEM). The result showed that quality of Leader Member Exchange has positive effect on Job Engagement, quality of Leader Member Exchange has negative effect on Organization Engagement, quality of Leader Member Exchange has positive effect on Innovative Behavior, Job engagement has positive effect on Organization engagement, Job engagement has positive effect on Innovative Behavior, Organization engagement has positive effect on Innovative behavior. While Job Engagement directly influence Leader Member Exchange and Innovative Behavior, Organizational Engagement directly influence Leader Member Exchange and Innovative Behavior of employee at Headquarters office of PT XYZ."

"Penelitian ini bertujuan untuk mengetahui hubungan antara leader-member exchange (LMX) dengan work engagement serta melihat pengaruh masa kerja sebagai moderator terhadap hubungan kedua variabel tersebut. Selain itu, penelitian ini juga bertujuan untuk mengukur efektivitas intervensi pelatihan coaching dalam meningkatkan LMX dan work engagement. Sampel yang digunakan dalam penelitian ini yaitu Pegawai Negri Sipil (PNS) pada Dinas XYZ sebanyak 194 partisipan. Pengolahan data dilakukan dengan menggunakan teknik analisis moderasi Hayes process pada SPSS. Berdasarkan hasil analisis data, ditemukan bahwa LMX berhubungan positif serta memprediksi work engagement secara signifikan, namun peran masa kerja sebagai moderator tidak terbukti. Intervensi yang dilakukan untuk dapat meningkatkan LMX dan work engagement adalah pelatihan coaching kepada atasan. Evaluasi terhadap intervensi dilakukan dalam waktu 2 minggu dengan melihat skor pretest dan posttest menggunakan wilcoxon signed rank test. Hasil analisis menunjukkan bahwa pengetahuan dan perilaku para atasan tentang coaching terbukti mengalami peningkatan secara signifikan.

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This study aims to determine the relationship between leader-member exchange (LMX) and work engagement and measure the effect of tenure as a moderator on the relationship between the two variables. In addition, this study also focused to measure the effectiveness of coaching training in improving LMX and work engagement. The sample used in this study is Civil Servants (PNS) at Dinas XYZ. The data collected were 194 participants, which processed using the Hayes process moderation analysis technique in SPSS. Based on the results of data analysis, it was found that LMX is positively related and predicts work engagement significantly, meanwhile the role of tenure as a moderator is not proven. The intervention carried out to be able to improve LMX and work engagement is coaching training for superiors. Evaluation of the intervention was held within 2 weeks using the Wilcoxon signed rank test. The results of the analysis showed that the supervisor`s learning and behavior changing about coaching proved to be significantly improved after the intervention."

"Penelitian ini dilakukan untuk mengetahui sejauh mana hubungan antara persepsi perilaku kepemimpinan atasan dan motivasi kerja bawahan pada karyawan cabang Y PT. X. PT. X merupakan perusahaan penyedia jasa layanan perbankan yang sedang berkembang. Berdasarkan data awal yang diperoleh melalui wawancara, diketahui bahwa motivasi kerja bawahan pada karyawan cabang Y PT. X masih perlu ditingkatkan. Persepsi karyawan terhadap perilaku kepemimpinan atasan diduga berpengaruh terhadap motivasi kerja tersebut. Untuk mengetahui apakah dugaan tersebut benar, peneliti melakukan perhitungan statistik melalui uji korelasi antara persepsi perilaku kepemimpinan dan motivasi kerja bawahan. Hasil yang ada menunjukkan bahwa terdapat hubungan yang positif dan signifikan antara persepsi perilaku kepemimpinan dan motivasi kerja bawahan. Oleh karena itu, intervensi yang dilakukan pada penelitian ini dirancang untuk meningkatkan persepsi karyawan terhadap perilaku kepemimpinan atasan yaitu berupa pelatihan kepemimpinan transformasional bagi penyelia. Hasil perhitungan uji signifikansi menunjukkan adanya perbedaan pre-test dan post-test pada materi intervensi. Maka bentuk intervensi pelatihan kepemimpinan transformasional diharapkan dapat meningkatkan persepsi perilaku kepemimpinan atasan dan motivasi kerja bawahan pada cabang Y PT. X.

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This study was conducted to find out relationship between perceived leadership behavior and subordinate work motivation among employees in branch Y PT X. PT. X is a growth company which provide banking services. Based on initial data that were obtained from interviews, the researcher found that subordinate work motivation still need to improve. Employee's perceived of leadership behavior are assumed to affect work motivation. To know whether that presumption is correct or not, the researcher conducted a statistical calculation through correlation test between perceived leadership behavior and subordinate work motivation.

The results showed that there is a significant and positive correlation between perceived leadership behavior and subordinate work motivation. Therefore, the intervention in this study was designed to increase employee's perceived of leadership behavior that was transformational leadership training for supervisor. The result of test calculation shows that there is a significantly differences between pre-test and post-test on intervention knowledge. Accordingly, transformational leadership training is expected to improve perceived leadership behavior and subordinate work motivation among employees in branch Y PT. X."

"In this globalization era, technology plays a very important role in determining the state's economy. The vast development ol technology demands that the protection system of intellectual Rights. Patent in particular, to be enhanced. Patent is part of intellectual Rights which gives protection on technological invention. Patent protection is very strategic as through the protection, the spirit of inventors' creativity to produce more inventions would be nurtured which will lead to the development of new technology. From this new technology development, the direct impact would be on the increase of investment. The increase of investment would then lead to the society prosperity. Based on empirical data, there is accumulating increase of backlog reviews on patent yearly. If this problem is not solved. it would create bad image on Directorate General HKI, to the nation in general, in establishing patent system. ln that sense, the writer is interested to research on the role of leadership as an external factor of Patent Reviewers and motivation as an internal factor of Patent Reviewers to their work performance. The aim of this research is to explain the role of leadership and motivation to the work perfomance of Patent Reviewers at the Directorate Patent, Directorate General of Intellectual Rights, Department of Law and Human Rights, RI. The research method in used is a survey method on the whole population of Patent Reviewers which comprised of 65 people. Before conducting the analysis, a validity test was conducted on all instruments by using Pearson correlation technique and reliability test by using Spearman Brown technique. Verified and reliable data then was analyzed further by using correlation test of Rank Spearman to determine the relation between leadership - performance and motivation - performance. As to determine the relation between both leadership and motivation on performance, multiple correlation analysis is used. Variable with higher the correlation score is the one of the two variables with stronger relation to performance. From the analysis, it can be concluded that between motivation and performance, there is a medium level of relation with correlation level of 0.574. Between leadership and performance, there is a very low level of relation with correlation level of 0.103. As to the relation of both leadership and motivation to performance, there is a strong relation with correlation level of 0.639. Hence, it can be concluded that motivation has a stronger level of relation to performance compared to leadership. Based on these findings, it can be concluded that the result on field approved with the existing theory. Furthermore, the high performance of Patent Reviewers was intiuenced by high motivation of Patent Reviewers in conducting their tasks. The amount of patent backlog was due to the lack of effectiveness of leadership existed at present in indulging Patent Reviewers performance. Related to these Endings, recommendations from the writers to improve the level of Patent Reviewers' performance are as follow:1. In the effort of improving Patent Reviewers' performance, the Directorate of Patent needs to implement performance management process. 2. The Directorate Patent needs to improve control upon Patent Reviewers' work performance as to minimize backlog. Hence, information technology support is needed in the form of Management lnformation System collaborate with control on all output of patent reviews. With this information technology support. each supervisor will be more effective and efficient in controlling the Patent Reviewers' performance. 3. To create positive work environment for performance improvement and give more work motivation, the Directorate should give rewards for high performance Patent Reviewers and punishment for those with low performance as stated in the regulation."

"Penelitian ini bertujuan menjelaskan hubungan antara variabel kepemimpinan dan komunikasi interpersonal sebagai variabel bebas dengan motivasl kerja pustakawan di Badan Pembinaan Hukum Nasional sebagai variabel terikat.Dalam penelltian ini, variabel kepemimpinan menggunakan indikator orientasi kepada tugas, orientasi kepada hubungan. lndikator dalam komunikasi interpersonal adalah kepercayaan, dukungan, dan keterbukaan. Sedangkan indikator dalam variabel motivasi kerja terdiri kebutuhan berprestasi, kebutuhan berhubungan dengan pihak lain, dan kebutuhan untuk berkuasa. Responden dalam penelitian ini adalah pustakawan di Badan Pembinaan Hukum Nasional yang seluruhnya berjumlah 21 (duapuluh satu) orang.Hasil analisis korelasi menunjukkan terdapat hubungan yang kuat secara signillkan antara kepemimpinan dan motivasi kerja pustakawan di Badan Pembinaan Hukum Nasional. Hasil yang sama juga ditunjukkan dalam hubungan antara komunikasi interpersonal dengan motivasi kerja. Demiklan juga terhadap hubungan antara kepemimpinan dan komunikasi interpersonal secara bersama-sama dengan motivasi kerja, menunjukkan adany hubungan. Arah hubungan yang ditunjukkan antara variabel bebas dan variabel terikat adalah hubungan yang positif. Dengan demikian untuk meningkatkan motivasi kerja pustakawan, maka diperlukan adanya peningkatan proses kepemimpinan dan komunikasi interpersonal di Iingkungan Badan Pembinaan Hukum Nasional.

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This research is aimed at explaining the relationship between variables of leadership and interpersonal communication as the independent variables with working motivation of librarian in the National Law Development Agency as dependent variable. In this research, leadership variable uses indicator which is oriented towards jobs, and oriented towards relationship. The indicator in interpersonal communication is trust, support and openness, while indicator in working motives variable consist of need of achievement, need of afnliation, and need of power. The respondents in this research is all librarians in the National Law Development Agency which are 21 (twenty one) persons.

The result of correlation analysis showed the strong and significant relation between leadership and working motivations of librarian in the National Law Development Agency. The same result is also depicted in the relation between interpersonal communications with working motivation. Besides, the relation between leadership and interpersonal communication together show the medium relationship toward working motivation. The direction of the relation which is depicted between dependent and independent variable is positif relation.

Therefore, to enhance the working motivation of librarians, it needs the strengthening of leadership process and interpersonal communication in the National Law Development Agency."

"Perilaku inovatif pada karyawan dapat didorong dengan menerapkan sebuah proses pembelajaran yang telah tersistem dengan baik di dalam perusahaan, hal ini dapat dinamakan dengan organisasi pembelajaran. Selain perilaku inovatif, organisasi pembelajaran juga dapat dipercayai meningkatkan keterlibatan kerja dari karyawan,yang selanjutnya dapat meningkatkan perilaku inovatif yang dimiliki dari parakaryawan. Penelitian ini bertujuan untuk mengetahui pengaruh dari organisasi pembelajaran terhadap perilaku inovatif karyawan dengan keterlibatan kerja sebagai mediasi, penelitian ini menggunakan metode Structural Equation Modelling SEM .Data penelitian diperoleh dari 244 karyawan 2 dua perusahaan dealer mobil di Indonesia. Hasil penelitian menunjukkan bahwa organisasi pembelajaran memiliki pengaruh positif terhadap keterlibatan kerja, dimana keterlibatan kerja memiliki pengaruh yang juga positif terhadap perilaku inovatif karyawan. Sedang kanorganisasi pembelajaran juga memiliki pengaruh langsung yang positif terhadap perilaku inovatif karyawan. Sehingga menunjukkan peran mediasi keterlibatan kerja yaitu partial mediation.

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Iovation has been regarded as one of the most important aspect in a succesful company. Innovation is not something that could take place in a second, a company has to nurture and develop the innovative behaviors of their employees. Innovative behaviors can be nurtured and developed by continuous learning and developing a learning a culture, or becoming a learning organization. Besides inonovative behavior, a learning organization can also develop a sense of well being, that is work engagement, which in turn can also develop innovative behavior of the employees.

This study aims to analyze the effect of learning organization towards employees rsquo innovative behavior and mediated by work engagement using Structural Equation Modelling SEM method. Research data were collected from 244 employees of 2 two automobile dealers company in Indonesia using questionnaires.

The study result showed that learning organization has a positve effect towards work engagement, in which work engagement has a positive effect toward employees rsquo innovative behavior. Also, learning organization has a positive effect towards employees rsquo innovative behavior, which means work engagement has a role of partial mediation."

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