Ditemukan 205271 dokumen yang sesuai dengan query
Nabila Mufida Li Dinillah
"Perusahaan berbasis platform di Indonesia menghadapi tantangan besar akibat globalisasi, perkembangan teknologi, dan era VUCA, yang membuat inovasi menjadi kunci untuk mempertahankan pertumbuhan dan keberlanjutan. Penelitian ini bertujuan untuk mengkaji pengaruh Learning Agility dan Inclusive Leadership terhadap Innovative Work Behavior, dengan peran mediasi Work Engagement dan Job Autonomy. Studi ini menggunakan pendekatan kuantitatif konfirmatori dengan desain cross-sectional. Data dikumpulkan melalui kuesioner yang terdiri dari 44 item pernyataan. Sampel penelitian melibatkan 255 karyawan dari perusahaan berbasis platform yang dipilih menggunakan teknik purposive sampling. Analisis data dilakukan melalui metode Covariance Based-Structural Equation Modeling (CB-SEM) dengan LISREL 8.8. Hasil penelitian menunjukkan bahwa learning agility, work engagement, dan job autonomy memiliki pengaruh langsung terhadap innovative work behavior, sementara inclusive leadership tidak mempengaruhi innovative work behavior secara langsung. Selain itu, work engagement dan job autonomy terbukti berperan sebagai mediator dalam hubungan antara variabel learning agility dan inclusive leadership dengan innovative work behavior. Temuan ini memberikan implikasi praktis bagi perusahaan berbasis platform untuk meningkatkan perhatian pada pengembangan learning agility dan penerapan kepemimpinan inklusif sebagai strategi dalam meningkatkan keterlibatan karyawan dan otonomi kerja untuk mendukung perilaku inovatif karyawan.
Platform-based companies in Indonesia face significant challenges due to globalization, technological advancements, and the VUCA era, making innovation crucial for sustaining growth and organizational sustainability. This study aims to examine the impact of Learning Agility and Inclusive Leadership on Innovative Work Behavior (IWB), with the mediating roles of Work Engagement and Job Autonomy. The research employs a quantitative confirmatory approach with a cross-sectional design. Data was collected through a 44-item questionnaire from a sample of 255 employees of platform-based companies, selected using purposive sampling. Data analysis was conducted using Covariance-Based Structural Equation Modeling (CB-SEM) with LISREL 8.8. The results indicate that Learning Agility, Work Engagement, and Job Autonomy have a direct effect on IWB, while Inclusive Leadership does not directly influence IWB. Furthermore, work engagement and job autonomy have been identified as significant mediators in the relationship between learning agility and inclusive leadership with innovative work behavior. These findings underscore the importance for platform-based companies to prioritize the development of learning agility and the adoption of inclusive leadership to enhance work engagement and job autonomy, thereby fostering IWB."
Jakarta: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2025
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Fadly Erlangga Putra
"Perkembangan tekonolgi yang begitu pesat memberikan tantangan baru bagi sektor bisnis khususnya pada perusahaan startup. Kondisi ini memicu perusahaan untuk meningkatkan kapabilitas inovasi melalui pembentukan Innovative Work Behavior. Beberapa penelitian terdahulu meyakini bahwa Innovative Work Behavior dapat terwujud melalui Leadership Style, antara lain Transformational Leadership dan Transactional Leadership. Walaupun Leadership telah diakui mempunyai dampak positif terhadap Innovative Work Behavior, namun hubungan kedua variabel ini harus dianalisis lebih dalam melalui peran mediasi dari Voice Behavior dan Job Autonomy. Oleh karena itu, tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari Leadership Styles terhadap Innovative Work Behavior dengan Voice Behavior dan Job Autonomy sebagai mediasi pada perusahaan startup di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan sumber data primer dan metode pengumpulan data berupa survei kuesioner yang disebarkan kepada karyawan perusahaan startup di Indonesia sebanyak 155 responden. Selanjutnya, teknik penarikan sampel yang digunakan dalam penelitian ini ialah non-probability sampling dengan jenis purposive sampling. Penelitian ini melakukan teknik analisis data menggunakan regresi linear sederhana dan regresi bertingkat. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh Leadership (Transformational dan Transactional) terhadap Innovative Work Behavior, dengan pengaruh yang lebih besar diberikan oleh Transactional Leadership. Kemudian, kedua variabel mediasi, baik itu Voice Behavior dan Job Autonomy tidak dapat memberikan efek mediasi pengaruh Leaderhip (Transformational dan Transactional) terhadap Innovative Work Behavior.
The rapid development of technology provides new challenges for the business sector, especially for startup companies. This condition triggers companies to increase innovation capabilities through the formation of Innovative Work Behavior. Several previous studies believe that Innovative Work Behavior can be realized through Leadership Style, including Transformational Leadership and Transactional Leadership. Although Leadership has been recognized as having a positive impact on Innovative Work Behavior, the relationship between these two variables must be analyzed more deeply through the mediating role of Voice Behavior and Job Autonomy. Therefore, the purpose of this research is to analyze the influence of Leadership Styles on Innovative Work Behavior with Voice Behavior and Job Autonomy as mediation in startup companies in Indonesia. This study uses a quantitative approach with primary data sources and data collection methods in the form of a questionnaire survey distributed to employees of startup companies in Indonesia as many as 155 respondents. Furthermore, the sampling technique used in this study is non-probability sampling with purposive sampling. This study uses data analysis techniques using simple linear regression and multilevel regression. The results of this study indicate that there is an influence of Leadership (Transformational and Transactional) on Innovative Work Behavior, with a greater influence given by Transactional Leadership. Then, the two mediating variables, both Voice Behavior and Job Autonomy, cannot mediate the effect of Leadership (Transformational and Transactional) on Innovative Work Behavior."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2022
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UI - Skripsi Membership Universitas Indonesia Library
Siti Alifa Adefia
"Inovasi menjadi hal yang krusial bagi keberlangsungan perusahaan. Innovative work behavior adalah bentuk perilaku karyawan yang dapat menginisiasi inovasi. Terdapat beberapa faktor yang dapat memengaruhi innovative work behavior, diantaranya adalah job autonomy dan work engagement. Penelitian ini bertujuan untuk menganalisis pengaruh job autonomy terhadap innovative work behavior melalui work engagement sebagai variabel mediasi dan dimoderasi oleh creative self-efficacy pada karyawan sektor perikalanan di DKI Jakarta. Penelitian ini dilakukan dengan pendekatan kuantitatif melalui penyebaran kuesioner secara daring. Objek penelitian ini adalah karyawan tetap sektor periklanan di DKI Jakarta, dimana terdapat 184 responden yang diperoleh menggunakan teknik purposive sampling. Penelitian ini menggunakan teknik analisis data SEM-PLS dengan data yang diolah menggunakan aplikasi IBM SPSS Statistic 26 dan SmartPLS 4. Hasil dari penelitian ini menunjukan adanya pengaruh positif dan signifikan antara job autonomy terhadap innovative work behavior. Hasil juga menunjukan bahwa seluruh variabel memiliki pengaruh langsung yang positif dan signifikan antar satu sama lain. Selain itu, hasil juga mengonfirmasi pengaruh positif dan signifikan antara job autonomy terhadap innovative work behavior melalui mediasi work engagement. Namun, peran moderasi creative self-efficacy dalam penelitian ini ditemukan tidak signifikan dan tidak dapat memperkuat pengaruh antar variabel.
Innovation is crucial for company sustainability. Innovative work behavior is a form of employee behavior that can initiate innovation. Several factors can influence innovative work behavior, including job autonomy and work engagement. This research aims to analyze the influence of job autonomy on innovative work behavior through work engagement as a mediating variable and moderated by creative self-efficacy on advertising sector employees in DKI Jakarta. This research was carried out with a quantitative approach using online questionnaires. The object of this research is permanent employees of the advertising sector in DKI Jakarta, with 184 respondents obtained using purposive sampling techniques. This research uses SEM-PLS data analysis techniques with data processed using the IBM SPSS Statistics 26 and SmartPLS 4 software. The results show a positive significant influence between job autonomy and innovative work behavior. The results also show that all variables have a positive and significant direct influence on each other. Furthermore, the results also confirm the positive and significant influence of job autonomy on innovative work behavior through the mediation role of work engagement. However, creative self-efficacy role as a moderating variable in this study was found to be insignificant and could not strengthen the influence between variables."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2024
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UI - Skripsi Membership Universitas Indonesia Library
Apritama Nur Hidayat
"Penelitian ini bertujuan untuk mengetahui pengaruh dari inclusive leadership, dan job crafting terhadap work engagement, sekaligus menguji peran mediasi person-job fit. Data yang digunakan dalam penelitian ini adalah data primer yang dikumpulkan melalui survei secara online dari 376 pegawai Direktorat Jenderal Pajak, Kementerian Keuangan, yang berkantor di provinsi DKI Jakarta. Data tersebut dianalisis secara kuantitatif menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak Lisrel untuk mengetahui hubungan antarvariabel. Dari hasil penelitian ini dibuktikan bahwa pengaruh positif inclusive leadership terhadap work engagement, dan job crafting terhadap work engagement. Selain itu, dibuktikan juga pengaruh positif person-job fit terhadap work engagement, pengaruh positif inclusive leadership terhadap person-job fit, serta pengaruh positif job crafting terhadap person-job fit. Sedangkan dalam analisis peran mediasi, ditemukan bahwa person-job fit memediasi secara parsial hubungan antara inclusive leadership terhadap work engagement. Selain itu, dibuktikan juga person-job fit memediasi secara parsial hubungan antara job crafting terhadap work engagement. Hasil penelitian ini adalah untuk membangun perhatian organisasi terkait penciptaan work engagement guna menghadapi perubahan organisasi terutama terkait pembaruan sistem inti administrasi perpajakan. Namun dalam penelitian ini memiliki keterbatasan berupa responden belum tersebar secara proporsional, sehingga penelitian selanjutnya dapat menambah responden untuk mencapai proporsionalitas data serta melakukan penelitian dengan mix method untuk mendapatkan hasil yang komprehensif.
This study aims to determine the effect of inclusive leadership and job crafting on work engagement, as well as examine the mediating role of person-job fit. The data used in this study is primary data collected through an online survey of 376 employees of the Directorate General of Taxes, Ministry of Finance, whose offices are in DKI Jakarta province. The data were analyzed quantitatively using Structural Equation Modeling (SEM) with Lisrel software to determine the relationship between variables. From the results of this study it is proven that the positive influence of inclusive leadership on work engagement, and job crafting on work engagement. In addition, it is also proven that the positive effect of person-job fit on work engagement, the positive effect of inclusive leadership on person-job fit, and the positive effect of job crafting on person-job fit. Meanwhile, in the mediation role analysis, it was found that person-job fit partially mediates the relationship between inclusive leadership and work engagement. In addition, it is also proven that person-job fit partially mediates the relationship between job crafting and work engagement. The results of this study are to build organizational attention regarding the creation of work engagement in order to deal with organizational changes, especially related to updating the core tax administration system. However, this study has limitations in the form of respondents not being proportionally dispersed, so that further research can add more respondents to achieve proportionality of the data and conduct research using a mixed method to obtain comprehensive results."
Jakarta: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2023
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Khairunnisa Sugi Fatma
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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.
ABSTRACTThis 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."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2019
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UI - Skripsi Membership Universitas Indonesia Library
Nazva Abiya
"Topik generasi milenial di tempat kerja telah menarik perhatian karena pekerja dari generasi ini mengalami peningkatan jumlah di dalam organisasi. Karena jumlah pekerja milenial yang signifikan di masa depan, mereka diharapkan dapat berkontribusi pada kesuksesan organisasi. Studi telah mengakui peran penting innovative work behavior dalam menciptakan inovasi di organisasi. Perilaku ini juga dipengaruhi oleh pengaturan organisasi, seperti gaya kepemimpinan. Dibandingkan dengan gaya kepemimpinan tradisional, servant leadership berfokus pada pengelolaan karyawan melalui tindakan penuh perhatian dan kepedulian. Diketahui pula job crafting telah terbukti memainkan peran penting dalam kesuksesan karier individu. Penelitian ini mengusulkan dan menguji pengaruh servant leadership terhadap work engagement dan innovative work behavior. Penelitian ini juga mengkaji peran dari mediasi job crafting. Penelitian ini menggunakan desain kuantitatif dengan menggunakan survei terhadap 204 responden milenial dari berbagai sektor pekerjaan di Indonesia. Hasil penelitian menunjukkan bahwa servant leadership berpengaruh positif dan signifikan terhadap dan innovative work behavior dan work engagement. Temuan lebih lanjut menunjukkan bahwa job crafting memiliki efek mediasi pada hubungan servant leadership terhadap work engagement dan tidak memiliki efek mediasi pada servant leadership dan innovative work behavior karyawan.
The topic of the millennial generation in the workplace has driven attention as members of this cohort have formed a growing increase in organisations. Due to the significant number of millennial workers in the future, they are also expected to contribute to organization success. Studies have acknowledged the important role of employee innovative work behavior in facilitating innovations at organizations. This behavior is also influenced by organizational settings, such as the leadership style. Compared to the traditional leadership styles, servant leadership is expected to change the hierarchical perspective by focusing on managing employees through considerate action and caring. It is also known that job crafting has been shown to play an important role in individual career success. This study proposes and examines the effect of servant leadership on work engagement and innovative work behavior. The study employed a quantitative design using surveis to 204 millennial respondents from various work sectors in Indonesia. The results show that servant leadership will have a positive and significant effect on innovative behavior. Further findings indicate that job crafting has a mediating effect on the relationship of servant leadership to work engagement and no mediaton effect between servant leadership and employee’s innovative work behavior. "
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2022
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UI - Tesis Membership Universitas Indonesia Library
Ida Farida
"Tesis ini membahas peran work engagement dalam memediasi pengaruh transformational leadership dan job characteristic model terhadap innovative work behavior dan turnover intention pada pegawai di Lembaga Negara XYZ. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat dalam penelitian ini ditentukan dengan metode purposive sampling, yaitu para pegawai yang menjadi mitra perubahan atau change agent di Lembaga Negara XYZ. Responden yang terlibat sebanyak 325 orang dari lintas generasi X, generasi Y, dan Baby Boomers. Alat ukur yang digunakan dalam penelitian ini Multifactor Leadership Questionnaire Bass Avolio, 2004 untuk mengukur transformational leadership, Job Diagnostoc Survey Hackman Oldham, 1975; Idazak Drasgow, 1987 untuk mengukur job characteristic model, Utrecht Work Engagement Scale Schaufeli Bakker, 2003 untuk mengukur work engagement, dan Janssen 2000 untuk mengukur innovative work behavior, serta Turnover Cognition Scale Bozeman Perrewe, 2001 untuk mengukur turnover intention. Berdasarkan analisis data dapat disimpulkan bahwa work engagement memediasi pengaruh positif transformational leadership dan job characteristic model terhadap innovative work behavior, dan memediasi pengaruh negatif transformational leadership dan job characteristic model terhadap turnover intention. Transformational Leadership dan job characteristic model juga memiliki pengaruh positif dalam meningkatkan work engagement.
This study focus on the influence of transformational leadership and job characteristic model on innovative work behavior and turnover intention through work engagement as mediator to employees in one of State Institution in Indonesia. This research uses a quantitative approach with online survey methods. Respondents were determined by purposive sampling method, employees who became the change agent in the State Institution of XYZ, 325 people from across generations Baby Boomers, X, and Y. The measuring tool used in this study is Multifactor Leadership Questionnaire Bass Avolio, 2004, Job Diagnostic Survey Hackman Oldham, 1975 Idazak Drasgow, 1987, Utrecht Work Engagement Scale Schaufeli Bakker, 2003, Janssen 2000, and Turnover Cognition Scale Bozeman Perrewe, 2001. Based on data analysis, it can be concluded that work engagement mediates positive effect of transformational leadership and job characteristic model on innovative work behavior, and mediates negative effect of transformational leadership and job characteristic model on turnover intention. Transformational Leadership and job characteristic models also have a positive influence in improving work engagement."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2017
T50099
UI - Tesis Membership Universitas Indonesia Library
Kinanti Essi Permatasari
"High performance work practices merupakan salah satu alat yang digunakan oleh perusahaan untuk meningkatkan output karyawan yang terbagi menjadi dimensi training, reward dan empowerment. Penelitian ini bertujuan melihat pengaruh high performance work practice terhadap job performance dan organizational citizenship behavior dengan work engagement sebagai mediasi. Penelitian ini melibatkan 123 karyawan PT Pertamina Gas yang berstatus karyawan tetap. Hasil pengolahan data dengan menggunakan Path Analysis pada LISREL menunjukan bahwa work engagement memediasi secara penuh pengaruh antara high performance work practices terhadapjobperformance dan organizational citizenship behavior.
High performance workpractices is one of the tools used by a company to increasing employees' output that is divided into dimensions training, rewards and empowerment. This study aims to identify the effects of high performance work practice to job performance and organizational citizenship behavior with work engagement as mediation. This research involved 123 permanent workers at PT Pertamina Gas. The results of data processing by path analysis on LISREL showed that work engagement acts as full mediator of the effect of high performance work practices onjobperformance and organizational citizenship behavior."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2016
S65102
UI - Skripsi Membership Universitas Indonesia Library
Heti Nur Isnaini
"Teleworker dalam menyelesaikan pekerjaannya mengalami beberapa tantangan dengan karakteristik dan kondisi kerja yang kompleks. Terlebih di masa pandemi diprediksi dapat mempengaruhi kenaikan maupun penurunan kinerja karyawan secara signifikan. Penelitian ini bertujuan untuk mengeksplorasi hubungan job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Analisis data dilakukan dengan Structural Equation Modelling (SEM). Data yang layak digunakan sejumlah 503 responden. Penelitian ini berfokus pada pengaruh faktor-faktor kondisi kerja yakni job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Hasil analisis model penelitian ini memperlihatkan adanya peran mediasi sebagian pada variabel job autonomy dan juga pada variabel workplace social isolation. Dimana keleluasaan sistem kerja dapat meningkatkan keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Sedangkan minimnya interaksi karyawan bisa mempengaruhi turunnya keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Penelitian ini menyoroti pentingnya pengelolaan dari organisasi mengenai kondisi karyawan khususnya karyawan yang bekerja dari rumah.
Teleworkers to complete their work experience have several challenges with complex job characteristics and working conditions. Especially in a pandemic situation, that is predicted to be affecting increase or decrease employee performance significantly. This research aims to explore the relationship of job autonomy and workplace social isolation to job performance through work engagement. Data analyzed using structural equation modeling (SEM), research generated several results from 503 respondents collected. This study focused on the relationship between working condition factors, namely job autonomy and workplace social isolation on job performance through work engagement. The results of the analysis showed work engagement has a partial mediation in job autonomy and also in workplace social isolation. Furthermore, job autonomy increased work engagement and job autonomy, whereas workplace social isolation can reduce work engagement and job performance. This research highlights the importance of managing the organization regarding employee conditions especially teleworkers."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2022
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Diyah Permata Widiastuti
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Terkait dengan upaya untuk meningkatkan produktivitas di perusahaan-perusahaan milik negara (BUMN), diperlukan penelitian tentang variabel mana saja yang berdampak pada peningkatan kinerja karyawan. Tujuan penelitian ini adalah untuk mengevaluasi dampak dari variabel dukungan sosial, kepemimpinan transformasional, dan komitmen organisasional terhadap kinerja kerja karyawan BUMN. Selain itu, penelitian ini juga mengkaji apakah perilaku kerja inovatif berperan sebagai mediator dalam hubungan antara variabel-variabel tersebut. Data diperoleh dari 300 karyawan BUMN Klaster Industri Jasa Keuangan dianalisis menggunakan model persamaan struktural (Structural Equation Modeling - SEM) untuk menguji hipotesis. Hasilnya menunjukkan bahwa dukungan sosial, kepemimpinan transformasional, dan komitmen organisasional memiliki pengaruh positif dan signifikan terhadap kinerja kerja. Lebih lanjut, perilaku kerja inovatif teridentifikasi sebagai mediator penuh antara dukungan sosial dan kepemimpinan transformasional dengan kinerja kerja, serta sebagai mediator parsial antara komitmen organisasional dan kinerja kerja. Temuan ini menekankan pentingnya dukungan sosial, kepemimpinan transformasional, dan komitmen organisasional dalam meningkatkan kinerja kerja karyawan BUMN Klaster Industri Jasa Keuangan. Studi ini juga menyoroti tantangan bagi BUMN ke depan untuk menciptakan lingkungan yang mendukung perilaku kerja inovatif. Penelitian ini memberikan kontribusi pada literatur yang ada dengan menunjukkan bahwa perilaku kerja inovatif dapat berfungsi sebagai mediator dalam hubungan antara variabel-variabel yang diteliti.
Regarding efforts to enhance productivity in state-owned enterprises (SOEs), research is needed to identify variables that impact the improvement of employee performance. The aim of this study is to evaluate the impact of social support, transformational leadership, and organizational commitment variables on the job performance of SOE employees. Furthermore, this research also examines whether innovative work behavior acts as a mediator in the relationship between these variables. Data obtained from 300 employees of SOEs in the Financial Services Industry Cluster were analyzed using the Structural Equation Modeling (SEM) to test the hypotheses. The results indicate that social support, transformational leadership, and organizational commitment have a positive and significant impact on job performance. Additionally, innovative work behavior is identified as a full mediator between social support and transformational leadership with job performance, and as a partial mediator between organizational commitment and job performance. These findings emphasize the importance of social support, transformational leadership, and organizational commitment in enhancing the job performance of employees in the Financial Services Industry Cluster of SOEs. This study also highlights the future challenge for SOEs to create an environment that supports innovative work behavior. This research contributes to the existing literature by demonstrating that innovative work behavior can function as a mediator in the relationship between the investigated variables.
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Jakarta: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2024
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UI - Tesis Membership Universitas Indonesia Library
